Offboarding means dismissal of a co-worker (either at your own will or at the decision of the company) and includes a number of business processes related to interaction with them afterwards.
Offboarding is not just the dismissal of a colleague, legally executed correctly. It is also about building communication between the person who is dismissed and the management, colleagues.
Companies are studying how to dismiss the employee competently, and seriously approach this process for these reasons:
This allows the employee's loyalty to be maintained. When a person is normally bid farewell and given the opportunity not only to be dismissed quickly, but also, perhaps, to receive a recommendation for a future employer and to have a farewell party with colleagues, they do not feel hatred, even if the initiator was the company.
This is important for the brand and reputation of the HR department. Let's assume that the employee helps to organise the dismissal process, respects requests (e.g. to inform colleagues of the dismissal on the last day of work). If he or she actually follows instructions (e.g. informs colleagues of the dismissal on the last day of work, rather than immediately after the decision is made) and, in general, shows himself or herself to be conciliatory, he or she will not write an angry screed about the company as a bad employer. At most, he will express regret or disappointment. A company should value all its employees. If he or she is not able to meet the demands of the job market, the problem is not only with him or herself, but also with the wrong choice of company. Both parties deserve the same respect.
There are a lot of offboarding processes and we have already outlined them in this article. Speaking in general, we should pay attention to the following questions:
How long does it take to dismiss a worker? (Most often it takes 2-4 months).
What package of documents needs to be drawn up, who should approve it or who else should be involved in the process?
How many meetings must you arrange with the supervisor to discuss details?
Do you have to prepare an exit pack from scratch, or do you already have one and just give it to them?
Will you do an interview to find out what kind of emotions and attitudes people have, or will you discuss it over the phone?
How will you inform your colleagues about the decision?
Who will carry out the duties of the employee after he/she is dismissed?
How much time will it take to make all the payments and check if there are any debts to the employee?
What information should I get from my colleague (e.g., what projects he has not closed, what he plans to do before he leaves)?
Is it necessary to organize a farewell party?
Your task is to organize the process of discharging your employee so that it goes without a hitch and you can peacefully part ways. And PeopleForce tools make it easy, because you can create a checklist of actions, automate it and launch it at the required moment.