Everybody talks about “talent acquisition,” recruitment and onboarding new employees.
What about offboarding?
The other end of the employee lifecycle—offboarding—provides another opportunity for a company to protect its assets and reputation.
No one disagrees onboarding is necessary for the long-term health of a company. Few human resources pros have an organized plan for when employees leave.
Offboarding refers to removing the identity and access of an employee who has left the organization. It can also be the restriction of certain rights to use when employees change roles within an organization.
In a recent study by talent management company SilkRoad, half of employers do not have an employee transition process for when they leave a company (or are promoted within the company).
One case is the University of Wisconsin. In an audit of health insurance premiums paid from 2011 to 2012, the school found paid for half of their employees who are no longer employed there.
These overpayments amounted to $15.4 million.
Keeping track of former employees while they leave the company can prevent potential security concerns. Offboarding can secure password access codes and other proprietary information.
Four fundamentals in an effective offboarding procedure: