Strategic Offboarding — Transform Departures into HR Assets
A complete offboarding process that preserves relationships, captures valuable insights, and turns former employees into employer brand ambassadors.
Structure an offboarding process that ensures knowledge transfer, collects data for continuous workplace improvement, and maintains former employees as company allies.
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Prompt objective
Structure an offboarding process that ensures knowledge transfer, collects data for continuous workplace improvement, and maintains former employees as company allies.
Real use case
Agencia Mosaic, a digital marketing agency with 90 employees in São Paulo, handles terminations abruptly — notice given via Zoom, access revoked the same day, no exit interview. Three former employees posted criticisms on LinkedIn that went viral and impacted 2 hiring processes. The company now has a 2.9 rating on Glassdoor and candidates withdrawing after reading the reviews.
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Prompt
Create a complete offboarding process for [COMPANY NAME], covering both voluntary (resignation) and involuntary (termination) departures, for [NUMBER] employees.\\\\\\\\n\\\\\\\\n**Why offboarding matters (more than it seems):**\\\\\\\\n- Former employees are future candidates, client references, and employer brand influencers\\\\\\\\n- \\\\\\\\
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