Guide and Template for Offboarding Your Employees with Grace and Respect
Minimize Risk, Avoid Conflict, and Treat People Like Actual Humans
Offboarding is uncomfortable, incites complex emotions, and introduces inherent risk for you, your company, and the exiting employee, but it's critical to completing the employee lifecycle.
With the recession looming layoffs are becoming a reality for many companies. Get ahead of it with this guide and template combo that helps you save time, avoid conflict, and protect your company.
With this guide and template you will be able to...
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Save Time and Energy - No Need to Start from Scratch!
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Demonstrate Your Appreciation for Their Work
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Avoid Conflict on the Way Out The Door
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Protect Your Company's Reputation - ie Glassdoor
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Maintain the Relationship for a Potential Return
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Minimize Legal Risks and Security Threats
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Protect Customer Relationships - Especially for Sales Roles
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Reassure Existing Employees - They're Watching Carefully!
DON'T START FROM SCRATCH: DOWNLOAD THE EMPLOYEE OFFBOARDING GUIDE AND TEMPLATE
What's inside? Everything you need to save yourself time and headaches caused by the offboarding process including:
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Offboarding Strategy
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Transition Plan Offerings
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Culture Strategy
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The Nitty Gritty
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Feedback
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Filling The Role
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Templates
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Checklists
Grab this guide and provide a better internal AND external experience for your company.
P.S. We'll send you a receipt so you can expense the guide to your employer.
$39.00
GREAT BRANDS USING TEMPLATES LIKE THIS
About the
People Ops Society
The better way to HR
POPS is a community of People Ops & HR professionals around the world who believe there is a better way to manage, discuss, and support the way we work.
POPS members get access to this template and tons more for FREE.
Want to learn more about the benefits of being a People Ops Society member?
MEMBER: KAREN ESCOBAR
WHY PEOPLE LOVE POPS
Why Ryan loves POPS...
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A group of people that think about People Operations in a new and different way for the next generation of modern employees.
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People first approach to policy creation, and engaging in difficult conversations.
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Open, welcoming community to share and receive ideas, and Human-centered methods and thinking.
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Peer-led brainstorms to tackle tough subjects like equality in the workplace and support of remote workers.
RYAN BOND,
Chief People Officer
THRIVE RESTAURANT GROUP