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Often neglected in favor of onboarding, an employee's departure nonetheless represents an opportunity for companies to promote their employer brand both internally and externally! Why is it a must-have? What are the stakes? The Wobee team tells you everything!
Last stage of the collaborator experience, offboarding begins as soon as an employee's departure is decided, whether by choice or not, and continues until their actual departure from the company. It is ultimately the process implemented by a company to accompany and facilitate the departure of one of its employees regardless of the reason: agreed termination, retirement, resignation, or dismissal.
Offboarding addresses both administrative, legal, and human challenges.
At first glance, implementing a process to facilitate and handle an employee's departure well may seem pointless, even absurd.
👉🏻 "Yeah, if they're leaving why should we invest time and money?"
Precisely because a departing collaborator is still valuable to the company!
A departing employee is a full-fledged ambassador, and that's why handling their offboarding well ensures they continue to spread a positive brand image of you.
An image is very difficult to build but extremely easy to destroy, especially in an era where employees don't hesitate to share their opinions on social media and sites like Glassdoor. Unfortunately for companies, we tend to leave a review more often when we're unsatisfied, which can be harmful!
95% of people research a company before applying for a job!
An employee who had a good departure experience, who was supported by a caring team, and who felt accompanied and valued until the end, is guaranteed to remain an ambassador for your company. They will talk about their experience in a positive way and naturally attract customers or candidates to you. It would be a shame to miss out, wouldn't it?
Companies with a strong and attractive employer brand are often those that question themselves and adapt, hence the importance of taking advantage of your employees' departures to gather their feedback.
Employees leaving the company are more likely to communicate about what bothered them or what can be improved within the company than those still in position.
An employee's departure therefore represents a real opportunity for the company to question internal dysfunctions, identify what could be improved, and perpetuate what's working. The important thing is to be able to share with the departing collaborator about these feelings, whether positive or negative, and this happens through organizing interviews and more informal exchanges between HR teams, managers, and the employee. Regardless of the context, to foster open and transparent dialogue, the employee must feel trusted and supported.
Feedback collection should then serve as a lever for action for the company, which can implement measures aimed at improving the collaborator experience and thus employee satisfaction and engagement. It's a real long-term investment that allows you to remain an employer of choice, recruit better, and retain your employees.
Whether you like it or not, an employee's departure inevitably impacts the team that remains. Loss of a colleague, increased workload, changes in work organization, all elements that influence the company's functioning.
A neglected departure can harm the atmosphere within the company.
Indeed, current employees who see a colleague leave without care or support from their manager and HR team may be demotivated by this lack of consideration. Offboarding shouldn't just focus on the departing collaborator, but also on the morale of remaining employees. Good management of departures maintains a positive atmosphere, or even reinvigorates remaining employees.
Recognizing the work accomplished by a collaborator and the positive impact they had on the company while employed is a good way to increase satisfaction among remaining employees and reflects company culture.
Before, leaving a company to return to it a few years later was unthinkable for many. Today, it's not uncommon for employees to stay in contact with their former colleagues and employers and decide to rejoin the company after some time away: these are "boomerang employees."
France currently has around 13% of boomerang employees.
If the boomerang employee phenomenon is growing rapidly in France, it's because companies have understood the many benefits it brings in terms of recruitment and performance:
Boomerang employees are 40% more productive in their first quarter and tend to stay longer than other candidates.
Employee referral is a recruitment technique that allows an employee to recommend a talent from their network for a position within the company in exchange for a reward.
For companies, this is a highly virtuous system that allows:
On average, a referral recruitment takes 29 days, compared to 39 days for traditional recruitment.
In a context of talent war and great resignation, employee referral is a major asset for companies.
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