Outboarding and offboarding of employees

What does offboarding mean?

Offboarding is part of the framework of an employment. The offboarding process therefore refers to the process of leaving an organization or company in an orderly and systematic way. An example of the process can be the handover of company property and access cards/keys, but it can also include everything from feedback from the employer to ensuring a smooth transition for one's successor. So, in short, offboarding is an important part of the employment cycle as it helps both employer and employee to end the employment relationship in an orderly and professional manner

Help your employees move on successfully towards new jobs

Many employers want to give dismissed employees the best possible conditions to ensure that they quickly find a new job again. It emphasises the employer's social responsibility and creates a positive process in a difficult situation.

Temp-Team offers help handling dismissals for the company, and subsequent help for the dismissed employees so they can move forwards in their work life.

Typical benefits:

- - It strengthens the company's employer brand, and the company lives up to its social responsibility
  - It helps the dismissed employees to move forward
  - The remaining employees regain comfort more easily in the new situation because they know their dismissed colleagues have been helped

Outboarding employees

For an employer who has dismissed an employee, it is difficult to help the employee move on because the relationship is dissolving.

Temp-Team can be the impartial party who helps the employee to accept the situation with an outboarding process based on individual interviews where the content is adapted to the individual and targeted subsequent job search.

After clarifying the company's needs, we can also adapt the process to group teaching accompanied by individual offborading-interviews - depending on what makes sense and creates the greatest benefit in this particular situation.

It is possible to purchase additional pre-paid cards for 5 or 10 extra interviews, which can be distributed among dismissed employees if the situation calls for a more intensive process, or to the remaining employees who may need support to regain comfort after the dismissal of one or more colleagues.

The process

We offer you sparring and guidance for planning and executing the offboarding process.

When your dismissed employee accepts an outboarding process at Temp-Team, we contact the person in question and schedule a time and place for the interviews.

The procedure includes:

- - 5 dialogues of approximately 1 hour (the first is around 1,5 hours)
  - Covering typology and motivation via Master EASI test
  - Support materials for skill clarification and job search
  - An offer for registration in Temp-Team’s database to become a direct candidate for jobs through us

The dismissed employee receives:

- - Information and support regarding the psychological effects a dismissal may cause
  - Help covering skills and work values
  - Help brainstorming about new potential career paths
  - Help producing a CV and application materials
  - Help preparing for the job interview
  - Help updating LinkedIn-profile, job banks, and other digital platforms
  - Individual coaching

Feedback

Temp-Team's outboarding consultant takes care of the entire process, so you are able to focus on your remaining employees.

The dialogue between the outboarding consultant and the dismissed employee is confidential. After the process, the dismissed employee fills in a survey with questions regarding the outboarding process so you gain feedback about the employee's experience.

If you want feedback on your company's dismissal procedure, we ask the employee to fill in an extended version of the survey.

Restructuring

In the event of restructuring the company where employees have to move from one department to another, it can be beneficial to combine an outboarding process with an onboarding process because the employees both leave their current work area and settle into new positions. We can combine our efforts and create the best solution for your company and employees.

Unfortunately, there is rarely enough time to plan restructuring and downsizing in the company. Therefore we recommend that you contact us now for further information and possibly a casual meeting. Then you are prepared if it becomes necessary to lay off or restructure your company.

Together we find the best solution for your company.