Revamp with Epic Offboarding:

Transforming Former Employees into Brand Advocates through Epic Offboarding

Top workplaces to work are known by a mutual commitment between employer and employee. This journey starts with a welcoming onboarding process, promoting a sense of belonging and shared purpose. Over time, this develops into a relationship built on trust and mutual investment. However, even the most positive work environments might face situations requiring employment separation, either through layoffs or employee departures.

Here’s where companies truly distinguished as “top workplaces” shine and create brand ambassadors for their company for years to come.

Beyond the Basics: Generous Severance Packages and Financial Guidance

The standard severance package (one week’s pay per year of service) provides financial security, but rarely addresses the significant anxiety associated with a job search. Statistically losing a job is one of the most challenging times in a person’s life. A truly exceptional offboarding experience goes beyond the minimum. Offering a severance package exceeding industry standard demonstrates genuine care for departing employees’ well-being. Additionally, consider providing access to a financial advisor to assist with navigating the financial implications of the transition. Most employees have a 401K or similar product that will go with them when they leave, and a coach can provide them with advice. This unique benefit empowers former employees to make informed decisions as they embark on their next career chapter.

Empowering Transitions: Outplacement Services Are Effective

Outplacement services equip departing employees with the tools they need to land their dream job. A certified career transition coach is the crucial support needed and includes:

• Resumes and Cover Letter Writing: Expert guidance ensures resumes accurately reflect skills and experiences, effectively highlighting value to potential employers. Accomplishments and skills must relate to the job they are applying for, therefore understanding how to customize a resume to the position gives them a competitive advantage.
• Personal Branding: Refining one’s online presence through LinkedIn and social media sites and crafting a compelling personal brand narrative becomes crucial in today’s job market. The first question most people ask during this time, what do you do for a living and having a convenient answer benefits the conversation.
• Job Search and Interview Coaching: Navigating the application process and sailing through interviews is an art form. Coaching helps departing employees build confidence and present themselves professionally.

The Long-Term Impact: A Positive Offboarding Breeds Success

Organizations recognized that top places to work consistently outperform their industry counterparts in terms of both financial results and employee retention. Investing in a positive offboarding experience strengthens your employer brand.

• Maintaining Low Turnover: A smooth transition reduces resentment and encourages positive word-of-mouth among departing employees and those remaining, potentially influencing future talent acquisition.
• Attracting Top Talent: A reputation for treating departing employees well speaks volumes to potential hires, displaying your commitment to employee well-being throughout their career journey.
• Building a Network of Advocates: Former employees who leave on good terms become brand ambassadors, potentially referring talented individuals for future openings.

By prioritizing a positive offboarding experience, you do not just send your employees off on a good note; you create a ripple effect that strengthens your employer brand, fosters loyalty, and positions you for continued success in attracting and retaining top talent.

Top workplaces understand that a positive offboarding experience is not just a decent thing to do, it is smart business and a winning experience for both the company and the employees that impacted. Plus, who would not want to be known as the company that throws epic offboarding instead of leaving former employees feeling like throwaways.

So, the next time you are crafting your onboarding program, remember – it is a two–step! Make sure the farewell dance is just as graceful as the welcome one. You never know when those paths might cross again. Wouldn’t it be nice if they remembered you for treating them with dignity and respect when they left the company for whatever reason?