We talk a lot about onboarding (and rightly so, as there is still so much room for improvement there), but what about offboarding?

The last impressions people have of their time at a company last, just like the first impressions do. A well-structured, thoughtful offboarding process mainly works in two different ways:

• It shapes the leaving employee’s critical last impressions of the company while also minimising the impact of the departure on the employee experience
  
• It can provide the company with interesting information about where it can still improve

There are various reasons to implement a simple offboarding process, including:

• Former employees can become ambassadors 
• Former employees may become future employees
• Former employees are customers too

Knowing this, one can wonder why many companies aren’t yet doing anything when it comes to offboarding. Is this a matter of resources? A lack of understanding of why offboarding matters? A combination of both?

In this session, we’ll discuss all this as well as how to get started with offboarding if you have nothing in place yet.

Areas Covered

• Offboarding process 
• Offboarding mistakes
• Offboarding best practices 

Who Should Attend

HR professionals from all levels.

Why Should You Attend

Creating a simple, effective employee offboarding process doesn’t have to be complicated or very time-consuming. In this session we’ll look at: 

• The key components of an effective onboarding process 
• The role knowledge transfer plays in offboarding
• Best practices for effective onboarding 
• Common offboarding mistakes to avoid 

We’ll also share an employee offboarding checklist example. 

Topic Background

Some interesting stats:

• 71% of organizations have no formal offboarding process in place.
  
• 20% of businesses have experienced data breaches connected to former employees

Implementing a robust offboarding process helps minimize legal risks, maintain positive relationships with former employees, and protect a business’s reputation.