The Power of a Good Goodbye—Rethinking Employee Offboarding

Can you think of your best offboarding experience?

How many positive onboarding experiences have you had versus negative ones? I’m guessing the good ones can be counted on one hand, while the bad ones…

Offboarding matters just as much as onboarding. How you treat people when they go not only says everything about your culture, it leaves a lasting impression that will stay with them potentially forever. And that impacts your brand, reputation, and EVP.

So why do many companies get it wrong?

All too often, once someone hands in their notice, they’re treated like they’re already out the door—ignored, excluded, and left to quietly disappear. No internal announcement, no acknowledgment, no thank you. Just… gone.

The silence and secrecy that often surrounds someone’s departure is unsettling—not just for the person leaving, but for those staying behind. People notice. They talk. And where there’s a lack of clarity, the rumor mill fills in the gaps. No matter the situation, the offboarding experience should be positive for everyone.

Companies with a formal offboarding process retain 71% of their employees, compared to 57% retention in companies without such a process.

If you think about the end-to-end employee lifecycle, offboarding is a key step. You’ve attracted the right person, supported their growth and performance - why end their journey as an afterthought?

Good offboarding can lead to:

• A stronger employer brand
• Positive reviews on Glassdoor
• Industry advocacy and reputation
• A culture where people feel valued to the very end
• Boomerang employees returning with new experience

Yet only 10% of CHROs say their company handles offboarding effectively (Gallup).

Boomerang employees are on the rise

I’ve boomeranged a few times. I joined the company during an exciting period of growth and quickly found that I loved it there. I was a contractor, but I fully bought into their culture and values. When my contract ended, the farewell was warm and genuine.

A few months later, they called me back. It was full-time, which I hadn’t been looking for, but I’d enjoyed working with them so much I said yes. When that ended, I thought it was over. But five years later, I was back one last time—this time as an employee.

That final goodbye felt like a farewell, not a closing of the door. And I left with memories of great people, meaningful work, and a culture I still talk about. Compare that to the many poor offboarding experiences I’ve had, and it really is priceless.

It taught me that relationships matter. When you make people feel seen, valued, and appreciated, right up to their last day, it protects your brand and keeps doors open.

So, how do you off-board well?

It’s not hard. People will leave—why not make it a positive experience?

Here are a few essentials:

• Handovers and knowledge transfer—Don’t let knowledge just walk out the door.
• Say thank you—However long they were with you, it matters.
• Celebrate (where appropriate)—A card, a lunch, a moment. 
• Support redundancy exits—Offer outplacement, mental health support, coaching.
• "Under a cloud" exits—Handle these with integrity and professionalism.
• Meaningful exit interviews —Not to win them back but to learn and grow.

Handled well, exit interviews provide rich insights into what’s working and what’s not. The key is what you do next. Listen. Learn. Act. It’s one of the simplest ways to improve culture, retention, and engagement.

Don’t want until they’re halfway out the door

Feedback doesn’t have to start when someone resigns. In fact, it shouldn’t.

"Stay" interviews and regular check-ins are crucial. They let people know you care. But more importantly, they help you respond before issues become reasons to leave. Of course, if you ask, you need to act.

Tech can help, but don’t lose the human touch

A consistent, thoughtful offboarding process can include all the essentials: handovers, returning equipment, final pay and benefits, FAQs, and helpful resources. With the right tools, you can even personalize this journey—just don’t forget the human moments.

Exits can be emotional, so ensuring that there’s a human at each of these touchpoints is crucial.

Don’t underestimate your alumni

Your leavers are your ambassadors. Keep them in the loop. Celebrate company milestones. Invite them back. Done right, they’ll champion your brand long after they’ve gone.

Final thoughts…

In my work, I help leaders create human-centered workplaces where people are the heartbeat of the business. Offboarding is a crucial part of that. Invest in relationships. Build trust. Say goodbye well.

So, how does your business say goodbye? With warmth and gratitude or silence and suspicion?