How would you feel about your last day at work? What to expect?
What to do when your staff is leaving when you’re from the human resources department, which aims to manage people with hearts, not only by policy or regulations?
Professionalism is never out of style, but if we could do more than that, would you give it a try?
The last day at work matters
While most organizations spend resources on onboarding to make a strong first impression, they often overlook the last day, where the employee offboarding process determines the last impression, the employee has with the company. Therefore, it needs to ensure that everyone exits feeling satisfied.
Why does it matter?
It contributes to the employer branding, preventing revenge quitting at all costs. Clearly, kindness and empathy, in addition to professionalism, are important factors that top talents seek.
Quiet quitting is not a good choice
Some people choose to end a chapter at a specific company silently. However, leaving without saying a single word should not be an option because there are many ways to make it more meaningful.
There must be reasons behind why an individual decides to “ghost” their employers and then eventually quit. If you’re a Human Resources Manager or above that level, you should be a part of the process of creating an environment that your staff leaves with pleasant memories. This surely prevents them from making complaints about you with new employers or yapping on their social accounts.
Read more:Quiet Vacationing: The Silent Retreats that Pave Way to Quiet Quitting
Things to do during your staff’s last days at work
Create a smooth offboarding process
A complete process includes many steps that vary based on the reasons for offboarding (retirement, resignation, layoffs, or end of contract), but in short, it requires handover process, completing administrative tasks, and clear communication. Obviously, the HR department will oversee most parts of an offboarding process for each leaver.
Firstly, for handover process:
New hires should be considered for the smooth operation of the whole team to avoid overworking the other staff. Then, make sure all the handover documents are completed and ready for the newcomers.
Read more: Build Succession Plan on Continuous Performance Management
Secondly, assisting to complete official administrative procedures:
To ensure the benefits for the leavers, final payroll, resignation decision, and other required documents (e.g., income tax, social insurance, etc.) are met under local regulations.
Access management and asset return should be done if your company provides employees with working devices and access to sensitive company information. A non-disclosure agreement (NDA) is preferred.
Finally, communication is key:
Effective communication, involving clear, respectful, and honest communication with the leavers, the HR department, and the rest of the team (1) should be greatly considered.
Offering support like career counseling
Career counseling (2) involves self-assessment, career exploration, and plan development. Which steps could the HR team be involved in? First of all, HR staff can join in some phases.
Especially the talent acquisition staff, who try to learn about the candidate/person at first glance, could help the quitters know more about themselves during the self-assessment stage. What does their behavior indicate? Which working culture fits them the most?
Additionally, learning and development personnel can also help the departurers to explore and reach their full potential while making plans for their development in the future. Therefore, all advice would help those who are leaving build their foundation, even just a small brick of their future wall.
An exit interview is a gold mine
Exit interviews are considered to be a good tool to reduce parting employees’ complaints about their former employer while letting them be themselves in an honest conversation. But who would be the most suitable interviewer?
The answer is from a neutral party, such as an HR representative, who has the authority to take action on feedback and is trained in conducting these sensitive conversations.
An exit interview can yield unhelpful results if the parting employee does not feel safe to speak up. This is why the company needs to foster a more open and supportive culture, which encourages people to voice their opinions when necessary.
And of course, HR plays a vital role in shaping the culture.
Read more: A Painful Exit: The Rise of Revenge Quitting
How Great People Inside can make your staff’s last days memorable
So what’s your next action when all the handovers or procedures are all done? A quick survey may be the answer, which can be a great opportunity for your “soon-to-be” ex-staff to learn more about themselves and be well-prepared for their next chapter.
TRG offers Great People Inside’s 360-degree feedback survey, GR8 360 Full Spectrum (3), the most suitable in this situation, as it evaluates everything from behavioral characteristics to cognitive ability and occupational interests. A group of individuals (e.g., colleagues, direct supervisors, etc.) who work closely with the survey takers can give feedback to the leavers about their potential, along with their match to the organization or position.
If you know your staff needs further suggestions or guidelines, the survey also offers hints for their future development.Additionally, for companies, GR8 Full Spectrum supports your organization in identifying and developing talent and career management programs.
A free trial is available, contact us now!
References:
- https://www.newployee.com/blog/employee-offboarding-process#:~:text=%E2%80%8D-,1.,%E2%80%8D
- https://www.coursera.org/articles/career-counseling
- https://greatpeopleinside.com/gr8-full-spectrum/
