Throughout my career, I’ve overseen 100s of remote terminations, both voluntary and involuntary.
The way you treat exiting employees not only affects the individual being terminated but can also have ripple effects on your culture. A sour grapes terminated employee can disengage others on their way out the virtual door.
During my time at InVision, a globally distributed, fully remote company, we handled all employee exits remotely over video. Frequently, terminated employees would thank the People team and publicly recognize them for how they handled their offboarding experience. Exiting employees were thanking the People team for a job well done!
In this guide, you will learn how to approach voluntary and involuntary terminations with empathy and effective planning.
Share best practices for improving your offboarding program, for both voluntary and involuntary exits
Walk you through the important termination considerations, such as legal factors and taking a human-centric approach
Provide a step-by-step guide for offboarding logistics, such as pre-termination checklists, sample communications, and benchmark data
Remote Offboarding best practices guide
Pre-Termination checklist for managers
Sample Manager & People Team scripts for exit conversations
Severance package benchmarks
Sample exit survey template
Sample internal company communications
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