Why Off-Boarding is Critical for Your Business

Photo Credit: Big Stock/dolgachov

Only 25% of companies have a formal exit process for employees leaving the organization. You’re missing out on critical insights that can help your company succeed.

Career and Workplace Expert Heather Huhman reminded all of us that recruiting isn’t just about hiring anymore in her recent article, “What about Offboarding?” in Entrepreneur Magazine. Some of you are probably scratching your head and asking, what about off-boarding? It’s rare that a company has a formal departure process for employees taking on a new opportunity, but when it happens, but can be extremely valuable for both the company and the person leaving.

Chances are your company doesn’t have any process in place for easing the transition when a team member decides to move on. In fact, only one out of four companies has a formally off-boarding procedure — meaning the learning that can come from an employee’s departure is lost. And off-boarding doesn’t just happen when an employee is leaving for a negative reason: your summer interns, rock-star senior executives, and retiring veterans alike should all have the chance to talk about their experience.

What’s so scary about off-boarding? Many companies believe the process to be counter-productive, costly, or having a negative effect on the company’s culture. Why focus on an employee leaving an organization when you can prioritize existing team members?

Off-boarding can be a valuable step in forming your company’s culture and improving your recruitment practices. We know that 46% of new hires fail within the first 18 months on the job, and usually when they fail it has nothing to do with skills or capability, and everything to do with attitude and culture fit. Moreover, when no off-boarding process is in place, employees are left to their own devices; worst case, some will take to social media or Glassdoor to air their grievances.

This can have lasting impact on a company’s reputation. As Huhman points out,

“25 percent of job seekers surveyed by Adecco in October 2015 said they used LinkedIn to check an employer’s profile, while about 22 percent said they used Facebook to see what others said about the employer.”

What your former employees say matters for the future of your organization.

Enter: BULLIT. We know how critical it is for each individual professional to be able to curate their own profile and let their best references speak for them at all times. And, we’re here to make sure your off-boarding process is as productive as your recruitment process. Here are our top tips for bringing off-boarding to your organization in a non-scary, non-negative way.

Leave a review. If you had a positive experience with the employee, make sure they know you support their next move. Give them a recommendation on BULLIT that will stand the test of time, no matter what their next opportunity. Are you the employee moving on? Leave on a positive note and give your favorite colleagues and mentors the kudos they deserve.

Make the exit interview meaningful. If you’re the one conducting the exit interview for the departing team member, check out their BULLIT profile to get a complete picture of what’s going on. You can get unique insights as to what that person was like to work with, and ask better questions about their experience with the company. If you’re the employee who’s leaving, make sure to take note of your own feedback going into the interview for a more productive conversation.

Turn the departure into an opportunity. Is the employee departing for bigger and better things? That’s great — and if your company had nothing but great things to say about the departing coworker, then you know you found a good culture fit. Use the off-boarding process to see if you can find someone similar to replace the rock star. As Huhman points out, in one survey, 78% of recruiters and HR professionals said referrals identified the best candidates. You can always check out their BULLIT profile to verify their character.

Off-boarding is important, and it’s time more companies started getting onboard (pun intended). BULLIT can make off-boarding easier and less scary; sign up for our beta test at beta.bullit.me and check out how our community can also help you recruit smarter!