PHASE 11: OFFBOARDING

Identify employees that do not meet the performance standards required to excel in their role. Design and implement a separation plan to exit the underperformers from the organization.

 

Properly managing the separation process can have a positive impact on the brand, allow existing employees to see that transitioning employees are treated well, and help avoid legal action by employees who are transitioning out of the organization.

Rapid Diagnostic

1. Your offboarding process successfully exits under-performers in a timely fashion while reducing disruption.

2. You know how long it takes (from end-to-end) to fully offboard an individual from your company.

3. You use the learnings from the offboarding process to refine and improve future employee terminations.

4. You have identified who is responsible for executing and managing the offboarding process.

5. You have a sufficient budget allocated toward the offboarding of talent.

6. When terminating an employee, you obtain signatures from the terminated employee on all applicable non-disclosure agreements and non-compete forms.

7. A process is followed to successfully transfer knowledge from the out-going employee to a selected employee.

8. You actively protect your assets and intellectual property by taking all necessary preventative steps.

9. You collect accurate feedback from the exiting employee by conducting 1-on-1 exit interviews.

10. After an employee has left the company (or during the departure process), you always communicate to the organization the reasons for the separation.

Deliverables

• Change Management & Communication Plan

• Employee Communication Deliverables

• Termination Letter Template

• NDA & Non-Compete Forms

• Benefits Documentation

• Knowledge Transfer Planning

• Exit Interview Process

• Asset Recovery Process

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