How to exit an employee

When an employee decides to leave a business, it's important that management take the correct steps to ensure the transition is as easy as possible for both parties. Regardless of whether the decision has been made on positive or negative terms, the process could impact the morale, productivity and attitude of other workers so understanding the ins and outs is key.

Most employees are required to give between one to four week's notice to terminate their contract, allowing time for business leaders to prepare for their departure. This should be enough time to assess the situation and put plans in place to make the transition as smooth as possible. Here are three important elements of an employee exit.

1) Task handover

The allocation of tasks and responsibilities within a business is often a tight process and even one person leaving can turn the system upside down. As such, it's vital to fully capture the role and ensure you have enough employees to cover this work. If not, then engaging the services of a recruitment firm is the best course of action.

Of course, while the employee is still working, take this opportunity to hand over projects and tasks before this knowledge leaves the business- especially if their role has specialised skills or niche responsibilities.

2) Exit interview

During their last week or day, conduct an exit interview with the individual. As well as offering the opportunity to further explain what drove them to leave the organisation, it's often an honest reflection of what they liked and disliked with the business. 

This is vital information that can be used to improve employee engagement, loyalty and performance in the future. Of course, regardless of whether the employee left on good or bad terms, this type of feedback is invaluable as honesty can be hard to find. 

3) Part on a positive note

Even if you didn't have the best relationship with the employee, as a business leader, you owe it to the individual and the wider team to recognise their term and what they offered the business. You could simply get a card signed by the workforce with a small token of appreciation or organise a morning tea to say thanks.

Essentially, you never know when you will encounter this person again or will need to leverage their skills or knowledge. As such, it is in your best interests to make their final days as pleasant as possible.

For more information about managing your workforce, get in touch with the Flexi Personnel team today.