Recruiting and hiring the best employees is a large part of workforce planning and employment. However, how your organization, either voluntarily or through planned reductions, handles employee exits is also a crucial part of workforce planning and employment.
Organizational exit or offboarding describes the process of managing the way people leave an organization. Managing organizational exit is important because it:
- Allows management to act proactively, influencing who leaves and when.
- Eases the negative or disruptive effects of any reductions in force due to restructuring or business contraction.
- Influences voluntary turnover.
Whether employees voluntarily quit or are involuntarily terminated, their experience with the organization should end in a mutually respectful manner. HR's role in managing the offboarding of employees is to handle the administrative processes, coach the supervisor to handle the termination discussions, gather information that will be useful in improving the work experience for current and future employees, and implementing the lessons learned.