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Despite the dearth of critical talent available today, savvy companies don’t let bad fits or financial instability keep them from conducting layoffs and dismissals. However, it’s imperative for businesses to conduct this process — known as offboarding — in a respectful way. After all, employees are humans first, and they deserve to be treated as such.

It’s a best practice of leading companies to treat exiting employees with the same compassion and patience that incoming employees receive. Offboarding, like onboarding, is another aspect of talent management and should be handled in the same way.

While onboarding adoption has grown by 34% since 2014 (43% vs. 32%), offboarding adoption is still lagging. Notably, per Aberdeen’s Support Departing Employees and Your Brand with Outplacement (May 2016), just 25% of companies have a formal offboarding process in place today. Part of that low adoption rate has to do with their perception of offboarding. In fact, most might not even realize that they’re regularly utilizing common functions, such as exit interviews, reviewing non-compete and non-disclosure agreements, health insurance debriefs, transitioning technology and intellectual property, and more. Whether it’s formal or informal offboarding, companies should treat all steps in the process with the same enthusiasm and resources that they do onboarding.

To learn more, read the full report. 

 

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