An off-boarding process is more than just recovering company’s assets. When an employee leaves, it has an impact on other employees’ morale, and might even open up your company to legal and security threats. Thus, its important for the management to take this process seriously and carefully.

Issue a resignation acceptance letter

An official resignation acceptance letter creates a paper trail that an employee has left the company. More importantly, by clearly stating the full settlement entitled by the employee, it serves as a protection against legal hiccups in the event that the employee attempts a counterclaim.


Conduct exit interview

Exit interviews are not an attempt to reverse a resignation. Rather, it is undertaken to reduce future turnover by learning what might be causing a good employee to resign. Probe the resigning employee on your company’s strengths and weaknesses, areas for improvement, and possible competitors.


Communicate to the team why an employee has resigned

Informing the team why their colleague has left the company provides the teammates with a sense of closure and prevents the possible spread of negative rumours behind one’s resignation. In the case of gross misconduct, such communication would also act as a strong message to all remaining employees not to engage in similar actions in the future as the company would not tolerate it.