Your off-boarding processes could be damaging your employer brand!

During a recent social event, I found myself in an unexpected conversation about a friend’s departure from an organization, which we all admired as an employer of choice. It was surprising to me how much time we spent discussing their offboarding experience after dedicating 8 years to the organization. As someone who always saw them as a dedicated workhorse, it was eye-opening to hear their reasons for leaving. However, what struck me the most was how our friend, once an intense advocate for this organization, now seemed so disappointed and disconnected, and quite the opposite of an advocate! Furthermore, what was interesting to me was how a group of 15 professionals now perceived this organization. Potentially, because of the friendship, they are bias – but that organization, now have 15 less fans ☹

Offboarding: An often-overlooked aspect that significantly impacts an organization's reputation. Employee departures are inevitable, whether due to career progression, personal circumstances, or other reasons. The way an organization manages these departures can either reinforce its employer brand or tarnish it, irreparably.

Offboarding is not only the conclusion of an employment contract; it is a critical moment that defines the lasting impression employees carry with them. A poorly managed offboarding process can lead to disgruntled ex-employees who may voice their negative experiences, influencing potential candidates and customers. Therefore, companies should consider offboarding as an opportunity to uphold their values and demonstrate respect for departing employees.

Here are several ways in which a poor offboarding strategy can harm your employer brand:

Negative Word of Mouth: Discontented former employees can become vocal detractors, sharing their negative experiences on review platforms, social media, or within their professional networks. Prospective candidates are increasingly consulting these sources to gauge company culture before applying for positions.

Employee Morale and Retention: The departure of a colleague can already impact team morale. A mishandled offboarding can exacerbate this, leading to decreased morale and potentially affecting the retention of remaining employees who may question their loyalty to an organization that doesn't appear to value its departing members.

Impact on Hiring Efforts: A damaged employer brand directly affects talent attraction efforts.

Customer Perception: In industries where customer relationships are crucial, such as service-oriented businesses, negative publicity stemming from poor offboarding experiences can erode trust and impact customer loyalty. Clients may question their association with an organization that doesn't prioritize its employees.

Given these potential repercussions, it's imperative for organizations to prioritize their offboarding strategies.

Here are a few proactive steps companies can take to ensure a positive offboarding experience:

Transparent Communication: Communicate openly and transparently with departing employees regarding the offboarding process, including details on exit interviews, final pay, benefits, and any other relevant information.

Respect: Treat departing employees with respect throughout the offboarding process. Regardless of the circumstances surrounding their departure, employees should feel valued and appreciated for their contributions.

Knowledge Transfer: Encourage knowledge transfer sessions between departing employees and their successors to ensure a smooth transition and minimize disruptions to ongoing projects.

Alumni Networks: Maintain connections with former employees through alumni networks or platforms. These networks not only foster goodwill but also provide opportunities for boomerang hires and valuable referrals.

Continuous Improvement: Regularly review and refine offboarding processes based on feedback from departing employees and internal stakeholders.

Departure Communications: Communicate departures, wishing departing employees success in their new ventures. These are as important to remaining employees as communicating incoming employees.

By prioritizing a positive offboarding experience, organizations can mitigate the risk of damaging their employer brand. Investing in offboarding not only benefits departing employees but also strengthens the company's reputation as an employer of choice. In an increasingly competitive talent market, safeguarding your employer brand from the departure lounge onwards is essential for sustained success.