Importance Of Offboarding Processes<\/strong><\/h3>\n\n\n\n![\"offboarding](\"https:\/\/dollarsandsense.sg\/business\/wp-content\/uploads\/2019\/12\/offboarding-1024x682.png\")
<\/figure>\n\n\n\nIdentify Weaknesses In Your Organisation<\/strong><\/h3>\n\n\n\nThe last touch point of the employee journey can rein in more insight than you think. At the frontlines, employees tend to see issues that the management might not be able to spot easily. A study done by Australian HR Institute<\/a> suggests the likelihood of a disconnect between how C-suite executives perceive company culture versus how employees see it. Often, leaders have limited to no access to organisational issues that employees might face on the ground.<\/p>\n\n\n\nInstead, conduct an exit interview to gather their feedback and identify areas that require improvement. Departing employees are generally more forthcoming with their opinions, tap on those to gain insights about the company. <\/p>\n\n\n\n
Strengthen Employer Branding<\/strong><\/h3>\n\n\n\nAwry goodbyes may nudge departing employees to broadcast less-than-positive information about your company. And with today\u2019s technology, that could spread anywhere \u2013 their family, friends, your customers, or everyone who has seen reviews of your company on Glassdoor.<\/p>\n\n\n\n
Job hunts are also much more transparent than before. Job seekers want to know more about potential employers, about 72 per cent of the employees surveyed by Adecco<\/a> use platforms like Glassdoor or Kununu to evaluate a company\u2019s reputation. This is why, it is important to manage your offboarding process well and you can turn this into an opportunity to strengthen your brand.<\/p>\n\n\n\nOpen up re-hire opportunities<\/strong><\/p>\n\n\n\nLeave the door open for \u2018boomerang employees\u2019. According to Bamboo HR<\/a>, a boomerang employee is someone who leaves the company to work elsewhere, before returning to work for the former company once again. <\/p>\n\n\n\nSuch hiring practices makes sense when considering the tight labour market today. The talent crunch in Singapore is being felt across various industries. For instance, some 94 per cent of fintech companies surveyed in 2019<\/a> believe that Singapore is in need of fintech talent. As a whole, more than 56 per cent of employees face the struggle of filling open positions, according to a 2018 study done by ManpowerGroup<\/a>.<\/p>\n\n\n\nBoomerang employees are familiar with your culture and processes, thus requiring less time to get to speed. If they left on good terms, a re-hire would promote a boost in hiring confidence, as a boomerang employee will tend to stand out over other applicants. <\/p>\n\n\n\n
In addition to that you save on recruitment costs, and might also be looking at an employee with an improved skillsets and broader experiences. <\/p>\n\n\n\n
Therefore, it is critical that you put in place an offboarding process that allows employees to return. Having open communication and saying goodbye on a good note offers room for a successful re-hire. When a valued employee leaves, keep in touch with them and let them know you\u2019d be happy for them to return.<\/p>\n\n\n\n
How To Properly Offboard An Employee<\/strong><\/h3>\n\n\n\nRepossess assets and revoke access.<\/strong> Collection of company laptops or mobile phones is often the first thing that comes to mind with departing employees. But protecting corporate data is equally important too. You wouldn\u2019t want to end up like Ofcom, a UK communications regulator who faced a data breach<\/a> when a former employee downloaded six years of data and offered it to their competitor.<\/p>\n\n\n\nComplete the paperwork. <\/strong>Prepare the letter of termination, noncompete agreement and other relevant documents. If an employee is resigning, have them to turn in a signed notice of resignation for record-keeping purposes.<\/p>\n\n\n\n
<\/figure>\n\n\n\nIdentify Weaknesses In Your Organisation<\/strong><\/h3>\n\n\n\nThe last touch point of the employee journey can rein in more insight than you think. At the frontlines, employees tend to see issues that the management might not be able to spot easily. A study done by Australian HR Institute<\/a> suggests the likelihood of a disconnect between how C-suite executives perceive company culture versus how employees see it. Often, leaders have limited to no access to organisational issues that employees might face on the ground.<\/p>\n\n\n\nInstead, conduct an exit interview to gather their feedback and identify areas that require improvement. Departing employees are generally more forthcoming with their opinions, tap on those to gain insights about the company. <\/p>\n\n\n\n
Strengthen Employer Branding<\/strong><\/h3>\n\n\n\nAwry goodbyes may nudge departing employees to broadcast less-than-positive information about your company. And with today\u2019s technology, that could spread anywhere \u2013 their family, friends, your customers, or everyone who has seen reviews of your company on Glassdoor.<\/p>\n\n\n\n
Job hunts are also much more transparent than before. Job seekers want to know more about potential employers, about 72 per cent of the employees surveyed by Adecco<\/a> use platforms like Glassdoor or Kununu to evaluate a company\u2019s reputation. This is why, it is important to manage your offboarding process well and you can turn this into an opportunity to strengthen your brand.<\/p>\n\n\n\nOpen up re-hire opportunities<\/strong><\/p>\n\n\n\nLeave the door open for \u2018boomerang employees\u2019. According to Bamboo HR<\/a>, a boomerang employee is someone who leaves the company to work elsewhere, before returning to work for the former company once again. <\/p>\n\n\n\nSuch hiring practices makes sense when considering the tight labour market today. The talent crunch in Singapore is being felt across various industries. For instance, some 94 per cent of fintech companies surveyed in 2019<\/a> believe that Singapore is in need of fintech talent. As a whole, more than 56 per cent of employees face the struggle of filling open positions, according to a 2018 study done by ManpowerGroup<\/a>.<\/p>\n\n\n\nBoomerang employees are familiar with your culture and processes, thus requiring less time to get to speed. If they left on good terms, a re-hire would promote a boost in hiring confidence, as a boomerang employee will tend to stand out over other applicants. <\/p>\n\n\n\n
In addition to that you save on recruitment costs, and might also be looking at an employee with an improved skillsets and broader experiences. <\/p>\n\n\n\n
Therefore, it is critical that you put in place an offboarding process that allows employees to return. Having open communication and saying goodbye on a good note offers room for a successful re-hire. When a valued employee leaves, keep in touch with them and let them know you\u2019d be happy for them to return.<\/p>\n\n\n\n
How To Properly Offboard An Employee<\/strong><\/h3>\n\n\n\nRepossess assets and revoke access.<\/strong> Collection of company laptops or mobile phones is often the first thing that comes to mind with departing employees. But protecting corporate data is equally important too. You wouldn\u2019t want to end up like Ofcom, a UK communications regulator who faced a data breach<\/a> when a former employee downloaded six years of data and offered it to their competitor.<\/p>\n\n\n\nComplete the paperwork. <\/strong>Prepare the letter of termination, noncompete agreement and other relevant documents. If an employee is resigning, have them to turn in a signed notice of resignation for record-keeping purposes.<\/p>\n\n\n\n
Instead, conduct an exit interview to gather their feedback and identify areas that require improvement. Departing employees are generally more forthcoming with their opinions, tap on those to gain insights about the company. <\/p>\n\n\n\n
Strengthen Employer Branding<\/strong><\/h3>\n\n\n\nAwry goodbyes may nudge departing employees to broadcast less-than-positive information about your company. And with today\u2019s technology, that could spread anywhere \u2013 their family, friends, your customers, or everyone who has seen reviews of your company on Glassdoor.<\/p>\n\n\n\n
Job hunts are also much more transparent than before. Job seekers want to know more about potential employers, about 72 per cent of the employees surveyed by Adecco<\/a> use platforms like Glassdoor or Kununu to evaluate a company\u2019s reputation. This is why, it is important to manage your offboarding process well and you can turn this into an opportunity to strengthen your brand.<\/p>\n\n\n\nOpen up re-hire opportunities<\/strong><\/p>\n\n\n\nLeave the door open for \u2018boomerang employees\u2019. According to Bamboo HR<\/a>, a boomerang employee is someone who leaves the company to work elsewhere, before returning to work for the former company once again. <\/p>\n\n\n\nSuch hiring practices makes sense when considering the tight labour market today. The talent crunch in Singapore is being felt across various industries. For instance, some 94 per cent of fintech companies surveyed in 2019<\/a> believe that Singapore is in need of fintech talent. As a whole, more than 56 per cent of employees face the struggle of filling open positions, according to a 2018 study done by ManpowerGroup<\/a>.<\/p>\n\n\n\nBoomerang employees are familiar with your culture and processes, thus requiring less time to get to speed. If they left on good terms, a re-hire would promote a boost in hiring confidence, as a boomerang employee will tend to stand out over other applicants. <\/p>\n\n\n\n
In addition to that you save on recruitment costs, and might also be looking at an employee with an improved skillsets and broader experiences. <\/p>\n\n\n\n
Therefore, it is critical that you put in place an offboarding process that allows employees to return. Having open communication and saying goodbye on a good note offers room for a successful re-hire. When a valued employee leaves, keep in touch with them and let them know you\u2019d be happy for them to return.<\/p>\n\n\n\n
How To Properly Offboard An Employee<\/strong><\/h3>\n\n\n\nRepossess assets and revoke access.<\/strong> Collection of company laptops or mobile phones is often the first thing that comes to mind with departing employees. But protecting corporate data is equally important too. You wouldn\u2019t want to end up like Ofcom, a UK communications regulator who faced a data breach<\/a> when a former employee downloaded six years of data and offered it to their competitor.<\/p>\n\n\n\nComplete the paperwork. <\/strong>Prepare the letter of termination, noncompete agreement and other relevant documents. If an employee is resigning, have them to turn in a signed notice of resignation for record-keeping purposes.<\/p>\n\n\n\n
Open up re-hire opportunities<\/strong><\/p>\n\n\n\n Leave the door open for \u2018boomerang employees\u2019. According to Bamboo HR<\/a>, a boomerang employee is someone who leaves the company to work elsewhere, before returning to work for the former company once again. <\/p>\n\n\n\n Such hiring practices makes sense when considering the tight labour market today. The talent crunch in Singapore is being felt across various industries. For instance, some 94 per cent of fintech companies surveyed in 2019<\/a> believe that Singapore is in need of fintech talent. As a whole, more than 56 per cent of employees face the struggle of filling open positions, according to a 2018 study done by ManpowerGroup<\/a>.<\/p>\n\n\n\n Boomerang employees are familiar with your culture and processes, thus requiring less time to get to speed. If they left on good terms, a re-hire would promote a boost in hiring confidence, as a boomerang employee will tend to stand out over other applicants. <\/p>\n\n\n\n In addition to that you save on recruitment costs, and might also be looking at an employee with an improved skillsets and broader experiences. <\/p>\n\n\n\n Therefore, it is critical that you put in place an offboarding process that allows employees to return. Having open communication and saying goodbye on a good note offers room for a successful re-hire. When a valued employee leaves, keep in touch with them and let them know you\u2019d be happy for them to return.<\/p>\n\n\n\n Repossess assets and revoke access.<\/strong> Collection of company laptops or mobile phones is often the first thing that comes to mind with departing employees. But protecting corporate data is equally important too. You wouldn\u2019t want to end up like Ofcom, a UK communications regulator who faced a data breach<\/a> when a former employee downloaded six years of data and offered it to their competitor.<\/p>\n\n\n\n Complete the paperwork. <\/strong>Prepare the letter of termination, noncompete agreement and other relevant documents. If an employee is resigning, have them to turn in a signed notice of resignation for record-keeping purposes.<\/p>\n\n\n\nHow To Properly Offboard An Employee<\/strong><\/h3>\n\n\n\n