OFFBOARDING - Or the art of saying goodbye in a good and constructive way. This is especially true if you need to fire an employee.
Last year, 1,000,000 Danes changed jobs. One million. Wild numbers for a small country.* And leaving your workplace is rarely a pleasant experience—whether voluntary or forced.
The figure can of course cover many different types of job changes, retirements, etc., but nevertheless it often means big changes for many people – and their families.
So let's make the best of it
You never know if you'll meet again in another context!?
There is an old saying that:
Those you meet on the way up, you also risk meeting on the way down again.
Therefore, one must always behave say properly - no matter where one meets other people. It's a sound basic idea, in general.
But right in the termination situation, it is about the fundamental values of the parties. About being in integrity.
If the left hand is your values and the right hand your actions, these should fold elegantly and effortlessly.
How well you are in integrity with your values, you experience especially under pressure.
Like when you have to fire a colleague.
"One cried, one got angry and most just packed their things and left without saying goodbye. A sad end to a good teamwork,"
A friend of mine once told me. There was a round of layoffs in a large bank and he was set to lay off 8 employees - whom he had to choose himself.
Difficult with difficult on.
Because what should you choose from - and how do you say that to someone you have worked closely with for a number of years?
How to fire optimally?
It requires thorough preparation - and it is the responsibility of the management.
My friend's managers - those who decided that he should fire 8 people - clearly had a responsibility to properly equip him for the task. They did not do so in this case.
I myself have tried to fire employees. It's not nice. Not at all when they start crying.
"Please don't show emotion - and certainly not hug the one you fire!"
I was told.
I did both. Because that's me.
So in addition to the fact that it's important to be yourself – and preferably the best version of yourself, there are two distinct phases you need to be very aware of:
1. Interrupted cooperation
a. Clearly state the reason why the collaboration is being interrupted in a concise and specific manner.
b. Provide clear information about the practicalities of the redundancy scheme and the next steps. Clearly define when the collaboration will end, specify the expected responsibilities of the employee until then, provide an overview of the current economic situation, and explore the possibility of assistance in finding a replacement.
c. Be prepared to address in-depth questions and unexpected reactions. Allow the message to sink in and be open to discussing concerns. Learn from the experiences of others, such as what my friend at the bank went through.
2. Offboarding conversation
Once all the practical aspects of the resignation are settled, it is essential to address the emotional aspect. As a manager, it is your role to empathize and support the employee who wants to move on. Consider asking the following questions:
a. What aspects of your experience here worked well for you, and what could have been improved?
b. How can I provide specific assistance to help you transition in the best possible way?
c. What will be the story you take away from your time here, and what will we remember each other for?
Additionally, make arrangements for a farewell that aligns with the employee's preferences, ensuring that it is not simply a hurried departure. It doesn't have to be a grand reception, but offering some form of recognition is significantly better than neglecting the need for a proper goodbye.
Why should we spend time on it?
There may come a time when you encounter the terminated employee in a different context, such as meeting them as a purchasing manager at a potential customer or applying for a job at their new workplace. In such situations, it is both pleasant and valuable to have a positive relationship.
Furthermore, considering the likelihood of future recruitment, most people seek references to understand what it is like to work with you.
It is important to consider how your history on LinkedIn appears and the narrative former employees take away from their time in your company.
Finding former employees has become increasingly easy, making their experiences integral to your overall narrative, which becomes challenging to control once employees have departed.
Therefore, it is wise to invest efforts in helping employees move forward.
As individuals, various elements in our lives contribute to shaping who we are and the options available to us. Not all of these elements are entirely objective or true. Some are influenced by emotional experiences, such as those encountered during termination.
It is always healthy to pause and reflect on what we have gained from our different workplaces, identifying our strengths and areas for growth.
If you had to describe your last job in one word, which word would you choose?
Closing the collaboration in an optimal manner is a shared responsibility.
Our aim is to help you refine your overall narrative, whether you have laid off employees or left a company yourself.
We are happy to engage with both workplaces, managers, and employees to understand the benefits derived from the collaboration and what you can calmly share when others inquire about your mutual references. Remember, when someone is terminated, the rest of the organization is also affected.
Please keep that in mind.
A well-thought-out and well-structured offboarding process plays a crucial role in defining your future opportunities. Sometimes, having someone from outside the organization ask insightful questions can be more valuable than a boss seeking a favorable rating.
If you require any input on your offboarding processes, please feel free to ask.
* According to Berlingske Tidende on June 15, 2022, 999,921 Danes found new jobs between March 2021 and February 2022. This data is based on a statement by Danica Pension using figures from Jobindsats.dk. This phenomenon is commonly referred to as job turnover.
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