Offboarding That Supports Your Employer Brand

Turnover happens in every organization, but don’t underestimate the power of exiting employees’ influence and the impact it has on your employer brand. Employees will share their impressions of your organization with their inner circle and beyond – hello, with its 48 million users. In fact, in those final moments you might get the most raw and candid feedback on your organization. You need an offboarding strategy that’s more than ad hoc, one that can help you protect your company’s solid employer reputation and create additional value for your organization, too.

A Perfect Storm for Offboarding

All too often, this last stage of the employee lifecycle gets little attention. Employee exits can trigger negative emotions, and HR teams are focused on the bigger, more urgent challenge of getting new hires in the door. The changing world of work demands it, though:

Younger generations job-hop more frequently. According to Gallup, 21% of millennials say they’ve changed jobs within the past year. That’s three times the number of non-millennial job changers. Millennials have potential to share more often about their employers on social media.

39% of HR managers plan to hire former employees. Hiring “boomerang” employees has become a real strategy for coping with talent shortages in recent years, but it rests on having a strong talent brand.

Employers are leaving knowledge on the table. Without any offboarding, companies are missing a golden opportunity to gather data they could use to improve every step of their employee lifecycle, including the candidate experience.

Offboarding That Supports Your Employer Brand

These best practices work double-duty to elevate your offboarding and your employer brand:

Formalize your offboarding program

Developing and sharing a process with your team can help make it a more consistent part of your employee lifecycle.

Conduct exit interviews

It’s easy to assume you know why an employee is leaving, but it’s better to ask in an exit interview. You may gain deeper insight into problem areas or find out about hidden issues. Asking for feedback is also a way to show you value that employee’s thoughts and opinions. If you have a seasonal workforce or high volume of exits at one time, consider on-demand interviewing technology as a solution while also making sure to give an in-person thank you. Using on-demand interviewing technology is convenient for exiting employees and enables you to gather responses in a consistent manner. You can share their recorded feedback easily with your team.

Recognize their contribution

For employees leaving on good terms, consider a planned farewell to show you recognize their contribution. Ask colleagues to participate in appreciating their good work and the good times they’ve had with your company.

Invite them back

As you give them well wishes for their next opportunity, be sure to gently leave the door open for their return.

Your employer brand is an irreplaceable asset for your organization, especially as skill and talent shortages continue to increase. You invest so much to strengthen it for recruitment and hiring, so be sure to protect it with a formalized offboarding program.