Are you wondering what employee exit procedures are? Or why you should have them in the first place?
These procedures are often overlooked because hiring is seen as the most important part of many companies and retaining current staff.
But taking care of the employees who are retiring, moving onto another company, or taking on another adventure in their life is just as important.
You want to ensure the process flows smoothly, and your soon-to-be former team member is satisfied with how they leave.
Struggling with employee exit procedures? Here’s how to make them better.
Don’t Ignore the Employee
Many companies give employees who place their notice the cold shoulder for the next two weeks. Or worse, some may even completely take them off the schedule.
This is unprofessional and rude. And it leaves a negative impression on your former employee. It shows you don’t care about them.
People leave jobs for many different reasons. But you shouldn’t hold it against them. Especially if they were an excellent staff member.
It’s sad to let them go, but it’s part of owning a company. As a startup or small business, you may take their absence harder than larger organizations because your staff and budget are smaller. But the future is still bright.
You never know what the future will hold for your company. The next new hire could bring tremendous value to your business you wouldn’t have gotten if that team member didn’t leave.
Document Everything if the Cause is Termination
Sometimes you have to terminate employees. It may be due to poor work performance, repeated tardiness, or an unwillingness to show colleagues and management respect.
If you’re going to terminate someone, you need to make sure all your ducks line up in a row, in a sense. Which means keep documentation of their reason for termination, and the actions you took to help them resolve it.
You need proof you tried before firing them. Especially if they decide to bring the case to court for unlawful termination.
When you let someone go, fill out all the proper paperwork and ensure you have everything you need on file: all their past evaluations, their hiring documents, their warnings and employee counseling, and anything else.
Follow the same procedures for temp positions, internships, and seasonal hires, among others.
Leave the Employee with a Great Exit Interview
Company ratings are important. On average, companies score 3.3 out of 5. Exit interviews can help boost your score. They’re a central and critical part of your employee exit procedures.
You wouldn’t hire a new employee without providing a new employee orientation or staff training on the first day, right?
So why skip the exit interview when an employee is leaving your company, voluntarily or involuntary?
The exit interview can help you:
- Learn more about why the staff member is leaving, and if there is anything you can do to make them stay.
- A space where your worker’s voice can be heard to voice concerns, questions, and other valuable information. Employees who are leaving will be more open and honest than employees who want to keep their job in fear what they have to say will harm them.
- What your company can do to improve the job. Ask for suggestions on how to do the job better, more efficiently, and any tools or resources you can provide the next person who takes the role.
Don’t skip the exit interview. It can provide value to both you and your former employee.
What’s the most important part of employee exit procedures? How can you make yours better?