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What is Employee Offboarding and why is it important?

An employee offboarding program is basically how an employer transitions their ex-employees back into the job market or on to another job role. It typically includes things like informing other employees about the outgoing team member, separating their company access over networks and systems/software, completing final compensation arrangements (if applicable), collecting all corporate materials/equipment from them; such as laptops & phones, etc.. The aim is to ensure a smooth transition that still leaves both parties feeling respected & valued for their contributions - even after they have leaving your employ - which in turn can be beneficial for future recruiting prospects.

Ultimately, organizations looking to create better experiences with departing employees must have a structured approach when dealing with departure preparations like farewell letters & exit interviews - implementing essential elements of an effective employee onboarding program should be top priority on each HR professional's checklist; because it shows respect towards former workers while also addressing ongoing risks associated with information security breach protection measures prior to actual separation date launch points.

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The Benefits of an Employee Offboarding Program and How to Offboard Employees

Many organizations naturally fear the process of offboarding an employee. But it doesn't have to be a problem. With the right strategy, you can execute the offboarding procedure in a smart and efficient way ensuring that your employee leaves on good terms and your business envisions further success with its current team members and future hires. In this post we will discuss what is required for successful employee offboarding so that you can take actionable steps towards maintaining healthy relationships with former employees while continuing to get the best from your current staff.

The most important part of employee offboarding is setting up clear expectations before they leave. This helps ensure there are no loose ends in projects as well as smooths out any potential workplace conflicts or misunderstandings early on, thus promoting a positive working environment even after the employee has left. Take some time to review old emails or document conversations between yourself and other colleagues regarding expectations while planning their exit date(s). By addressing all areas, including workload completion responsibilities along with goals reached during their departure period, this prevents unhappy performances before signing out entirely from organizational tasks/resources (especially necessary when dealing with remote systems and files).

Finally, provide useful tools for post-employment communications such as putting together online forms or scheduling methods whereby ex-employees could reach out if they need assistance or advice related to work tasks/operations later down the line

When an employee leaves your organisation, it's important to manage the exit properly. No atter the reason for their departure, a proper offboarding program will ensure compliance, a structured exit and an appropriate and comprehensive exit from your organisation.

All employees exiting your organisation should progress through the offboarding process

Setup exit documents, notify organisation contacts, de-provision from accounts, IT and other areas and even setup a survey for feedback

Implementing an Employee Offboarding Program

Having an offboarding program helps create better post-employment relationships by providing departing employees with closure on their career at your business. Human Resources can offer leave arrangements geared towards helping them finish projects they are working on or help suggest potential next career opportunities. In return, these departing employees act as champions for your company long after they have left, referring new talent or helping signal where industry trends may be heading in the future.

When it's time to leave, the employee goes through the offboarding process via the offboarding portal

They progress through any exit documents, notifications are sent to relevant contacts, de-provision happens and a formal exit is achieved. Collect feedback from your own personalised survey too.

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