Employee Offboarding
Employee offboarding almost always includes an exit interview, and most of them are a waste of everyone’s time.
Two things cause that. It is held by the departing person’s manager, who is frequently part of the reason they are leaving. And it is held on the last day, when the person has decided that saying anything difficult is not worth it.
Changing both helps. Someone other than the direct manager, ideally not on the last day, asking narrow questions rather than broad ones. What would you change about how this role is set up. Was there a point where you started looking.
The bigger change is what happens afterwards. Themes across departures are worth reporting on. A pattern in one team is information you will not get any other way.
Safe Work Australia covers psychosocial hazards. This is general information rather than legal advice, and obligations vary by state and territory.
See Sentrient’s HR management system and online survey software.
Understanding Employee Offboarding: What It Is and Why It Matters
It has been reported that companies with structured offboarding processes see higher employee satisfaction scores and better employer brand ratings. Many organisations excel at onboarding but neglect the final impression of departing employees. Employee offboarding is the systematic process of transitioning employees out when they resign, retire, or are terminated. It encompasses knowledge transfer, asset […]
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