{"id":25048,"date":"2022-04-20T08:00:37","date_gmt":"2022-04-20T15:00:37","guid":{"rendered":"https:\/\/www.intoo.com\/us\/?p=25048"},"modified":"2022-04-20T08:00:37","modified_gmt":"2022-04-20T15:00:37","slug":"3-offboarding-mistakes-that-can-hurt-your-business","status":"publish","type":"post","link":"https:\/\/www.intoo.com\/us\/blog\/3-offboarding-mistakes-that-can-hurt-your-business\/","title":{"rendered":"3 Offboarding Mistakes That Can Hurt Your Business"},"content":{"rendered":"<p><span style=\"font-weight: 400\">Even if your business is mostly concerned with finding talent at the moment, know this: your <\/span><a href=\"https:\/\/www.intoo.com\/us\/blog\/reduction-in-force-best-practices-protect-employer-brand\/\"><span style=\"font-weight: 400\">offboarding process<\/span><\/a><span style=\"font-weight: 400\">\u2014or lack thereof\u2014can harm your efforts if not handled properly. That\u2019s right: your departing employees, whether leaving of their own volition or due to a layoff or termination, can impact your ability to attract quality employees, earn new business, and retain both.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400\">Unsure of what you might be doing wrong? Read on. If any of these offboarding mistakes sound familiar, you may want to rectify them.<\/span><\/p>\n<h2><span style=\"font-weight: 400\">3 Costly Offboarding Mistakes<\/span><\/h2>\n<h3><span style=\"font-weight: 400\">1. Lacking a formal offboarding process<\/span><\/h3>\n<p><span style=\"font-weight: 400\">Using different processes for each exiting employee can put your organization at risk for legal action. <\/span><a href=\"https:\/\/resources.intoo.com\/outplacement\/intoo-outplacement-layoff-notification-guide\"><span style=\"font-weight: 400\">Standardizing your process<\/span><\/a><span style=\"font-weight: 400\"> not only reduces this risk, but also creates confidence among your employees.<\/span><\/p>\n<p><span style=\"font-weight: 400\">The proliferation of hybrid and remote work models has made a formal offboarding policy more vital than ever before. Stories of mass firings over Zoom have gone viral, putting more than a dent into the employers\u2019 reputations. <\/span><a href=\"https:\/\/techcrunch.com\/2022\/04\/06\/better-com-offering-employees-60-days-severance-losing-tens-of-millions-per-month-per-sources\/\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400\">Better.com\u2019s CEO Vishal Garg infamously let go of around 900 employees over Zoom<\/span><\/a><span style=\"font-weight: 400\"> and then blamed them for business failings. Instead of taking the opportunity to refine its offboarding practices, the company made another major error a few months later, accidentally processing severance payments for some 3,000 additional employees before they were informed of their terminations.<\/span><\/p>\n<p><span style=\"font-weight: 400\">Having a strategy to deal with offboarding small to large numbers of employees, in-person, <\/span><a href=\"https:\/\/www.cnn.com\/2021\/12\/06\/success\/remote-layoffs-managers\/index.html\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400\">remotely<\/span><\/a><span style=\"font-weight: 400\">, or a combination of the two, will reduce potential negative impact and <\/span><a href=\"https:\/\/www.intoo.com\/us\/blog\/how-to-conduct-virtual-layoffs-compassionately\/\"><span style=\"font-weight: 400\">make the process easier<\/span><\/a><span style=\"font-weight: 400\"> for everyone involved.<\/span><\/p>\n<h4><span style=\"font-weight: 400\">What should an offboarding process include?<\/span><\/h4>\n<ul>\n<li style=\"font-weight: 400\"><span style=\"font-weight: 400\">Legal parameters for selecting employees for termination (i.e., selected class restrictions)<\/span><\/li>\n<li style=\"font-weight: 400\"><span style=\"font-weight: 400\">WARN Act procedures for large reductions in force<\/span><\/li>\n<li style=\"font-weight: 400\"><span style=\"font-weight: 400\">Assignments for who conducts the notifications<\/span><\/li>\n<li style=\"font-weight: 400\"><span style=\"font-weight: 400\">Places (if in-office) or technology used for notifications<\/span><\/li>\n<li style=\"font-weight: 400\"><span style=\"font-weight: 400\">Parameters for timing (i.e., avoid laying off an employee on their birthday)<\/span><\/li>\n<li style=\"font-weight: 400\"><span style=\"font-weight: 400\">A list of paperwork that must be provided and explained to the employee<\/span><\/li>\n<li style=\"font-weight: 400\"><span style=\"font-weight: 400\">Severance package information, such as last check, severance pay, and health and <\/span><a href=\"https:\/\/www.intoo.com\/us\/blog\/5-ways-outplacement-can-ease-layoff\/\"><span style=\"font-weight: 400\">outplacement benefits<\/span><\/a><\/li>\n<li style=\"font-weight: 400\"><a href=\"https:\/\/www.intoo.com\/us\/blog\/how-to-handle-employees-emotional-reactions-layoff\/\"><span style=\"font-weight: 400\">Processes for handling difficult reactions<\/span><\/a><span style=\"font-weight: 400\"> from employees<\/span><\/li>\n<li style=\"font-weight: 400\"><span style=\"font-weight: 400\">Checklist for terminating network permissions and handing in company property<\/span><\/li>\n<li style=\"font-weight: 400\"><span style=\"font-weight: 400\">Exit interview<\/span><\/li>\n<\/ul>\n<h3><span style=\"font-weight: 400\">2. Not being transparent about your offboarding policy<\/span><\/h3>\n<p><span style=\"font-weight: 400\">Once you have an offboarding policy, it\u2019s important that your employees know about it. When notifying employees that they are being laid off, explain the reason clearly and be detailed when reviewing the next steps, severance package (if any), final pay, etc.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400\">Don\u2019t forget about <\/span><a href=\"https:\/\/www.intoo.com\/us\/blog\/how-to-motivate-employees-after-layoffs\/\"><span style=\"font-weight: 400\">your remaining employees<\/span><\/a><span style=\"font-weight: 400\">. They will likely feel insecure about their jobs, concerned about their former colleagues, and wondering about the future of the company. In order to keep them engaged, they need to be aware of the policy, <\/span><a href=\"https:\/\/www.intoo.com\/us\/blog\/communicating-layoffs-to-remaining-employees-steps\/\"><span style=\"font-weight: 400\">be told the reasoning for the layoffs<\/span><\/a><span style=\"font-weight: 400\">, and also understand how the company is helping the impacted employees move forward. Not only will they feel more confident that any departures will be handled sensitively, but also they will have more faith in your organization as an employer knowing that a plan was thoughtfully put in place.<\/span><\/p>\n<p><span style=\"font-weight: 400\">When offboarding policies are not communicated, rumors can run rampant when layoffs occur. Your remaining staff may become unmotivated and company morale may decline. Being open, compassionate, and transparent can mitigate negative blowback occurring as a result of the reductions.\u00a0<\/span><\/p>\n<h3><span style=\"font-weight: 400\">3. Denying employees exit interviews<\/span><\/h3>\n<p><span style=\"font-weight: 400\">Just because an employee is leaving due to a layoff does not mean they won\u2019t have important critical feedback to offer. One shouldn\u2019t assume the feedback will automatically be blistering or emotionally charged, either. Not only has the employee earned the right to provide insight into their role, their relationship with management, and their experiences with the company as a whole, but if you don\u2019t provide an opportunity for them to give this feedback, they may do so elsewhere. And that feedback may be shared externally on social media or sites like Glassdoor for anyone\u2014future candidates, present employees, and customers\u2014to see.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400\">Not every employee will wish to provide feedback. However, as noted above, exit interviews should be part of the formal offboarding process, and <\/span><a href=\"https:\/\/www.intoo.com\/us\/blog\/how-to-conduct-exit-interview-benefits-company\/\"><span style=\"font-weight: 400\">can help establish your organization as one that wants to improve<\/span><\/a><span style=\"font-weight: 400\"> and that considers its workforce an integral part of its success. Having a <\/span><a href=\"https:\/\/www.intoo.com\/us\/blog\/exit-interview-questions-what-to-ask-exiting-employees\/\"><span style=\"font-weight: 400\">template for the exit interview<\/span><\/a><span style=\"font-weight: 400\"> can help make this step easier, so that anyone conducting the interview references the same set of questions.\u00a0<\/span><\/p>\n<h2><span style=\"font-weight: 400\">Mitigating Offboarding Mistakes<\/span><\/h2>\n<p><span style=\"font-weight: 400\">The offboarding mistakes listed above are easy to mitigate. A formal offboarding process only needs to be created once, and then routinely reviewed and refreshed. The time it takes to put a process in place is well worth the effort as compared to the potential risks and ramifications that can occur without one.\u00a0<\/span><\/p>\n<h3><span style=\"font-weight: 400\">Additional Resources<\/span><\/h3>\n<p><a href=\"https:\/\/resources.intoo.com\/featured-content\/intoo-outplacement-severance-guide\"><span style=\"font-weight: 400\">Severance Guide<\/span><\/a><\/p>\n<p><a href=\"https:\/\/resources.intoo.com\/featured-content\/intoo-the-essential-guide-to-outplacement\"><span style=\"font-weight: 400\">Essential Guide to Outplacement<\/span><\/a><\/p>\n<p><a href=\"https:\/\/resources.intoo.com\/featured-content\/outplacement-roi\"><span style=\"font-weight: 400\">How Outplacement Can Protect Your Brand, Reputation, and Bottom Line<\/span><\/a><span style=\"font-weight: 400\">INTOO&#8217;s outplacement program helps employees transition to new jobs through unlimited one-on-one, on-demand coaching from premier career counselors, resume reviews, and other career services. <\/span><a href=\"http:\/\/www.intoo.com\/us\/solutions\/outplacement\/what-is-outplacement\/\"><span style=\"font-weight: 400\"><strong>Learn more<\/strong><\/span><\/a><span style=\"font-weight: 400\"> about how our outplacement program can benefit your company when you\u2019re transitioning employees.<\/span>JTNDaWZyYW1lJTIwc3JjJTNEJTIyaHR0cHMlM0ElMkYlMkZyZXNvdXJjZXMuaW50b28uY29tJTJGaHVic0Zyb250JTJGZW1iZWRfY3RhJTJGNDcxMTE5JTIyJTIwc2Nyb2xsJTNEJTIybm9uZSUyMiUyMGJvcmRlciUzRCUyMjAlMjIlMjBmcmFtZWJvcmRlciUzRCUyMjAlMjIlMjB3aWR0aCUzRCUyMjI1MCUyMiUyMGhlaWdodCUzRCUyMjMzMCUyMiUzRSUzQyUyRmlmcmFtZSUzRQ==<\/p>\n","protected":false},"excerpt":{"rendered":"<p>Even if your business is mostly concerned with finding talent at the moment, know this: your offboarding process\u2014or lack thereof\u2014can harm your efforts if not handled properly. That\u2019s right: your departing employees, whether leaving of their own volition or due to a layoff or termination, can impact your ability to attract quality employees, earn new [&hellip;]<\/p>\n","protected":false},"author":6,"featured_media":25052,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_et_pb_use_builder":"","_et_pb_old_content":"","_et_gb_content_width":"","footnotes":"","_links_to":"","_links_to_target":""},"categories":[77,19],"tags":[190,92,85,76,86,63],"class_list":["post-25048","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-layoffs","category-outplacement","tag-exit-interview","tag-layoff","tag-layoff-notification","tag-layoffs","tag-offboarding","tag-outplacement"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.8 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>3 Offboarding Mistakes That Can Hurt Your Business<\/title>\n<meta name=\"description\" content=\"Your offboarding process\u2014or lack thereof\u2014can harm your efforts if not handled properly. 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