Managing Hassle-free Employee Onboarding & Exit

By Kiran Shetty | July 28, 2021

All developing businesses have a robust HR department as their welcoming committee for recruits as well as a farewell committee for the exiting employees. The pleasing and satisfying environment within the workplace depends on how well the department manages these time-consuming and costly procedures within the business.

While a lot of HRs assume they have already got well-designed practices, worker onboarding and offboarding can be pretty tedious and comes with a stack of paperwork for every employee.

Onboarding and Offboarding

Employee onboarding and offboarding are 2 focal HR undertakings. The process of onboarding starts as soon as a candidate consents to accepting a job. It includes all of the steps required to get a new worker successfully deployed and productive. The process of offboarding is the opposite of onboarding, and it includes bidding goodbye to a worker from a firm. This may consist of procedures relating to sharing of expertise with other personnel.

Why are worker onboarding and offboarding essential?

Lately, among the two, onboarding is surely getting the maximum amount of attention of the HR technology. In a competitive labor market, the expense of recruiting and training new employees has got employers to be interested in employee retention. Several research papers, together with the Society for Human Resource Management (SHRM), show statistics claiming that 1/2 of all senior recruits fail within 18 months. Also, 1/2 of all hourly employees quit within 120 days. A substandard onboarding process primarily receives the blame for this problem.

Offboarding means a lot of organizational expertise and skills are leaving the workforce. The process of offboarding starts way before an employee applies for a retirement request. Older personnel can be requested to mentor and assist in training younger ones or recruits to ensure workflow transition. This is under the section of succession planning. So offboarding is implemented to make sure an easy transition and motivate the person that is leaving to share their knowledge.

Minimize the troubles of dealing with employee onboarding and offboarding by following these best practices:

Onboarding Best Practices

  • Create visual manuals– During onboarding, new personnel understands better when explanations are followed by diagrams. Visualmanuals help them understand the company culture Furthermore, visuals can save organizations money and time as HR managers can utilize them for new hires.
  • Onboarding starts earlier– Effective worker onboarding involves arrangements before the new hire’s first working day to create an amazing first impression. According to the Society for Human Resource Management, a new employee’s most crucial day at the job is the first day.
  • Make use of social collaboration platforms– Quicken the worker onboarding procedure by utilizing project management and productivity apps and observe projects or task status within the organization. Through those apps, you could deliver a message to your recruits on how the company Also, you can set an organized work ethic wherein the whole thing is transparent.
  • Switch to paperless – If you desire a less complicated onboarding process, go Online onboarding offers uniformity to disseminated data and a permanent digital record. It additionally allows making sure that the specified forms are executed timely. Switching to clouds such as Google Drive and Dropbox could make onboarding better.

Offboarding Best Practices

  • Sort out the nature of the exit– Albeit it’s essential to have an established offboarding process in place, you may have to alter some steps or manage the process relying on the sort of exit the employee Like subjects associated with layoffs could be dealt with differently from resignation or retirement. But ensure you end on good terms by commemorating their achievements and acknowledging their time with you.
  • Keep everyone updated– Inform the team members solemnly so that the worker exiting can leave with dignity. It additionally provides others with time to prepare themselves to take greater responsibilities or to welcome a new Also, it prevents unexpected falls in productivity or multiplied workload on the crew. The most essential step would be informing external clients if any.
  • Inspect all documents– A list of all vital files and belongings needs to be made to ensure nothing is neglected. This checklist may include paperwork like NDAs, Tax Documents, LOR, and so on. Also, it is important to cross-check if there are any outstanding reimbursements, bonuses, paid time off, or reimbursement of any kind. Simultaneously, you need to remove access and passwords from organizations and customer accounts and clear out sensitive records. Fetching of physical company property like laptops, cellular phones, keys, company credit cards, ID, etc., comes next.
  • Devise the new workflow– After agreeing upon a mutual notice period, you’ll need to contemplate some subject matters to re-arrange the workflow. You need to determine the replacement, redistribution, and reallocation of tasks.
  • Organize a farewell– You should bid farewell in a dignified and celebratory manner, whether the leaving person is a senior employee or a junior.


Onboarding is essential since first impressions matter. By well defining your organization’s onboarding process, you deploy well-qualified recruits and efficaciously integrate them into the workforce. But ensuring a well-designed and positive exit can be equally essential. In the end, the purpose of offboarding is to make the good-by simpler on the worker and foster the connection which you had set up.

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