Inspire Success

Providing hints, tips and ideas that help you maintain high performing workplaces that are customer focussed and free of conflict

Key Processes for Employee Exit:

Rae Phillips - Friday, February 24, 2012

Having a clear process to follow during Employee Exits will ensure you protect your business and its assets, and help the Employee leave with dignity. It is also a great time to get feedback from them about their time at your place.

  1. Have a clear exit policy

    The purpose of an employee exit policy is to have a process in place when an employee is leaving your employment (resignation, retirement, end of contract etc) When an employee resigns from their position, they should submit a written letter of resignation to their immediate supervisor based on what their notice period is. This could be stated in the employee’s letter of engagement or (if no letter exists) be linked to the National Employment Standards notice table....  During the employee's notice period; they must continue to assume their normal responsibilities and should assist with a handover to the existing team or their replacement if in place.
  2. Conduct and Exit Interview

    An exit interview is often overlooked but is an extremely valuable organizational effectiveness tool. The purpose of exit interviews is to understand the employee’s perceptions and experiences and get feedback about the job the employee held, their work environment, and your place. A good exit interview system can help reduce turnover and increase employee satisfaction and commitment by addressing some of the things that people are leaving because of.

  3. Follow an Exit Checklist

    It is important to have a process in place and a set of steps to follow and ensure the list is completed when each employee finishes. This is extremely handy to ensure you don’t forget anything when the employee leaves. The best person to complete the checklist is usually the employee’s supervisor and should be done on the day they leave. The checklist can include the following (but is not limited to these items below):
  • Arrange for the employee to do a formal handover to someone within the business or at least document the procedures of their role explaining any complicated/important elements
  • Conduct an exit interview
  • Notify other employees that they are leaving
  • Collect any company property including their company laptop, Smartphone, company credit card, keys, security passes, parking pass, name badges and business identification, a uniform if the business owns it, any tools, electronic devices or other business property they have
  • Ask them to clean out their desk
  • Process all outstanding payroll, leave accrued and expenses. If they had a mobile phone account ensure this account is reconciled
  • Delete their computer access, have their files in network folders copied to the network, cancel their accounts. Remove them from the company intranet
  • Disable their building or property access
  • Remind them of confidentiality clauses in their letter of engagement
  • Ensure you have their current address and phone number is on file in case the they need to be contacted after they leave
  • Make sure they and their supervisor sign off on the checklist when it is done.

In the end, it is always nice to part on good terms, and you never know the person leaving your employment may become a client or refer business to you in the future.

We always say that it is best to help a departing employee leave with dignity – regardless of the reason they are leaving.

Is this something that could be an issue at your place? Inspire Success is all about implementing practical solutions that help create high performing workplaces which are customer focussed and free of conflict - no matter what size your business is. Contact Rae Phillips at Inspire Success for further information raephillips@inspire-success.com

Comments
Post has no comments.
Post a Comment




Captcha Image

Trackback Link
http://www.inspire-success.com/BlogRetrieve.aspx?BlogID=3184&PostID=144941&A=Trackback
Trackbacks
Post has no trackbacks.

Recent Posts


Tags

early retirement scheme gen x recession proof your business staff retention Independent Contractor compliant workplace increase training parental leave older baby boomers social media employment policies Penalties recruit Standard Candle HR Productive Superannuation selection workplace health & safety Gender Equality Act procedures hazards enterprise agreement L&D raephillips@inspire-success.com notice improve productivity improving performance key talent WorkCover NSW legislation employee engagement Depression policy workplace policies performance reviews accountability competitive edge, staff management safety Rae Phillips modern awards Superstream staff christmas party equality feedback tips Long service leave exit public holiday social climate recruitment payments entitlements Mental Health Unfair Dismissal employees genuine redundancy Availability for Duty stress WHS Audit induct dismissal IFA Individual Flexibility Agreements learning Leave Deferral shut downs PCBU Referee employee communication High Income Threshold bullying Party WHS Act pay rate earnings gen y Better Off contract of employment generation theory reduce staffing costs pre-injury reporting roster communication reference checking competitive edge work test suspension fair work act compliance workplace legislation Medical Certificates termination fair work act Succession Planning obligations women occupational health and safety WHS employment agreement employment contracts reward Goals First Aid workplace agreement reducing stress report Compensation Cap filing fee 2013 taxation job stress performance management Christmas discrimination national wage stress in the workplace workers compensation Sham Contracting improve customer service reduce staffing costs rates success redundancy giving effective feedback Inspire Success call-out Return to Work holiday season Changes

Archive