People come and go – even when it’s just a business environment. No matter how wonderful your common professional journey was, sometimes you just need to split ways and follow different paths. As a proactive company, we intend not to observe the offboarding process passively, but instead take as much opportunity out of it as we can.
How do we say ‘bye’ at TRANSLIT?
- The process itself starts not from the formal email, but from the actual talk. We encourage people to communicate and share if their plans change orally, not via a mere message in our CRM. The talk itself helps to see whether there is something we can change in order to stay together. We check whether the decision made by the employee is conscious and rational. If we see that is the only way of proceeding with things, we initiate the offboarding process.
- The next step is a formal email with a resignation letter. That helps to define the timeframe and identify the main tasks we assign to a person before he/she leaves.
- On the last day, we jump on an exit interview. The purpose of it is to gather feedback from a person defining our strengths, areas of growth. We aim to see what we do good as an employer and what we can change. One more important thing is that we keep being precise here – we do not just ask ‘What did you enjoy the least?’ But we go further with ‘What do you think we can change and how?’ Employees are the best source of information in regard to the ways employer-employee relationships can be improved. After that is done and all the tasks are delegated, we are ready to admit a shortage of people in the team.
And last but not least, we always mean ‘See you’ when we wave hands. Our doors are always open for people no matter whether we still work together or not. TRANSLIT team member once – TRANSLIT team member always. Our people know that, so there is not that much drama usually when someone goes – we are open to meet up again. Some of our staff have also improved the offboarding themselves: they leave farewell notes in our CRM activity stream. There they thank colleagues, sum up their journey with TRANSLIT (thus improving self-awareness) and wish all the best to the team.
In conclusion, offboarding might still be just a chapter in a story, not a sad drama affecting everyone. It just depends on the side that you take as an employer. Which side are you on?
/By Irina Sergeeva// HR Manager, TRANSLIT//
