Step 1: Managing Resignation
The first and foremost step in the exit process is to manage the resignation or termination in a formal way and document it for future references.
Step 2: Documenting Employee Exit
The documentation of an employee's departure is crucial as the resignation can come in various forms. It could be in written form via email or text, or verbally over the phone.
Step 3: Communicating Employee Exit to Internal and External Stakeholders
To minimize the spread of rumors about the reasons for the employee's departure, it should be announced as quickly as possible, once all necessary paperwork is finalized.
Step 4: Knowledge Transfer
The transfer of knowledge is one of the most crucial steps in the exit process. This is your opportunity to help the departing employee document the details of their job.
Step 5: Custody of Company Assets
Company assets may include IT equipment like laptops, monitors, pen drives, keyboards, as well as ID cards, uniforms, company credit cards, and even a company car.
Step 6: Full & Final Settlement
The full and final settlement is a critical process for an exiting employee. If your payroll and HR system are not automated, you may need to review paperwork to ensure you are aware of any accrued leave, benefits due, pension, and outstanding salary.
Step 7: Discussion on Binding Agreements
Every organization has its own trade secrets that need to be protected. There may be binding agreements between an employee and the organization, depending on the position and nature of the roles and responsibilities, which need to be reviewed at the time of their departure.
Step 8: Conducting an Exit Interview
The purpose of the exit interview is to gain insights into the employee and their impressions of the organization, their teams, ways of working, and products. It also helps to identify opportunities to improve retention and engagement.
Step 9: Checking in with Remaining Employees
Employees are the most valuable asset of any organization. Implementing relevant suggestions after receiving valuable inputs from the exiting employee can strengthen retention and make the organization more engaging.
Step 10: Maintaining Relationships with Exiting Employees
Maintaining honest and consistent relationships with exiting employees is crucial. Former employees are a loss to your business, and you may want them to rejoin in the future as they are familiar with your systems and processes.
From India, Delhi
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The first and foremost step in the exit process is to manage the resignation or termination in a formal way and document it for future references.
Step 2: Documenting Employee Exit
The documentation of an employee's departure is crucial as the resignation can come in various forms. It could be in written form via email or text, or verbally over the phone.
Step 3: Communicating Employee Exit to Internal and External Stakeholders
To minimize the spread of rumors about the reasons for the employee's departure, it should be announced as quickly as possible, once all necessary paperwork is finalized.
Step 4: Knowledge Transfer
The transfer of knowledge is one of the most crucial steps in the exit process. This is your opportunity to help the departing employee document the details of their job.
Step 5: Custody of Company Assets
Company assets may include IT equipment like laptops, monitors, pen drives, keyboards, as well as ID cards, uniforms, company credit cards, and even a company car.
Step 6: Full & Final Settlement
The full and final settlement is a critical process for an exiting employee. If your payroll and HR system are not automated, you may need to review paperwork to ensure you are aware of any accrued leave, benefits due, pension, and outstanding salary.
Step 7: Discussion on Binding Agreements
Every organization has its own trade secrets that need to be protected. There may be binding agreements between an employee and the organization, depending on the position and nature of the roles and responsibilities, which need to be reviewed at the time of their departure.
Step 8: Conducting an Exit Interview
The purpose of the exit interview is to gain insights into the employee and their impressions of the organization, their teams, ways of working, and products. It also helps to identify opportunities to improve retention and engagement.
Step 9: Checking in with Remaining Employees
Employees are the most valuable asset of any organization. Implementing relevant suggestions after receiving valuable inputs from the exiting employee can strengthen retention and make the organization more engaging.
Step 10: Maintaining Relationships with Exiting Employees
Maintaining honest and consistent relationships with exiting employees is crucial. Former employees are a loss to your business, and you may want them to rejoin in the future as they are familiar with your systems and processes.
From India, Delhi
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EMPLOYEE EXIT CHECKLIST.doc
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