Off-boarding Essentials: Insights from an HR Director
3 minute read
Navigating being let go or experiencing a layoff can be challenging. As someone who has overseen employee offboarding as a Director of People and HR, I understand the complexities firsthand. Whether from the perspective of an HR professional or an employee facing termination, there are valuable insights I’ve gained that I’d like to share with you.
For HR Professionals, conducting terminations is an important responsibility. While ensuring compliance with company policies is important, treating the departing employee with dignity and compassion is crucial. Here are some guiding principles I live by when conducting these meetings:
Keep it concise: Start by informing the employee that today is their last day, cover necessary details, and allow time for questions. Express gratitude for their contributions and emphasize support throughout the process.
Understand emotions: Recognize that their reactions stem from the situation, not personal animosity. Create a safe space for the employee to express their feelings and remember this is a very vulnerable situation. As much as I dread these meetings, I always remind myself that if I am part of these meetings, I can ensure the employee is receiving the care and compassion they deserve.
My #1 rule when it comes to letting an employee go: If the process ever feels routine or easy, if the sinking feeling in my stomach doesn’t show up, I’m in trouble. If you are feeling that gut-wrenching feeling, you’re doing it right. Losing that feeling, for me, would mean that my capacity for empathy has been diminished and in HR, empathy is everything.
For employees facing termination, here are a few tips I have for you:
Take notes: Document all information provided by HR during the offboarding meeting. If the meeting has started before you have had a chance to grab something to write with, ask if you can take a quick moment to grab a paper and pen before the meeting proceeds.
Understand your final pay: Know when your final paycheck will be issued and what it will include. Many states have specific laws as to what, how, and when an employee must be paid upon exit - make sure you take the information and cross-check it with your state guidelines.
Review any agreements: Commonly, an employer will offer a Separation Agreement offering additional compensation in exchange for your signature. Carefully review its terms as signing may waive future legal claims against the employer. Remember, your employer is incentivized to make sure your offboarding goes smoothly - you have leverage to negotiate if you feel it is appropriate. Assuming the request is reasonable, your HR professional/employer will likely work with you.
Whether conducting or experiencing an off-boarding, communication and understanding are key. Have you conducted an employee off-boarding meeting or been subject to one? Let us know what you think!
