Disrupt HR Denver Recap

Thank you to everyone who joined us at DisruptHR this week and reached out to connect! Trying to squeeze all my insights about improving the offboarding experience into a five-minute presentation was no easy feat (thank goodness for my Gilmore girl level talking speed). If you were unable to attend, I wrote up a quick recap of my talk: Are you really firing me?!

Whether it's called a layoff, being made redundant, or being fired, involuntary offboarding is never easy. Through my research, I've uncovered three principles that can truly make a difference in how individuals experience the offboarding process: timing, meaningful activities, and preserving dignity.

Timing

Carefully timing offboarding events and activities allows employees the necessary time to process the news of their departure and communicate with their colleagues. By assuming positive intent and offering this time for reflection, we can support departing employees through this difficult transition.

Meaningful Activities

Fun fact:even exiting employees care about the work they've done! Through my research, many expressed a desire to wrap up their projects and provide knowledge transfer directions to ensure their colleagues can carry on successfully after they're gone.

In addition to knowledge transfer, clear offboarding practices are essential. Exiting employees should receive detailed information about next steps, including contact information for additional questions, details about severance and benefits, and a clear timeline for their departure.

Preserving Dignity

Why should offboarding be handled like a covert operation? Treating departing employees with respect and preserving their dignity can make all the difference. This can include offering genuine assistance in finding their next role, celebrating their contributions to the company, providing a space for farewells, and sharing their contact information with their permission.

By prioritizing empathy and dignity in the offboarding process, we can create a more positive experience for departing employees and maintain a positive reputation for our company. Let's strive to create a workplace where every individual feels valued and supported, even during difficult transitions. 

If you're interested in learning better ways to organize, document, and administer your offboarding processes, please reach out via Beta Partners.