SumTotal Blog

Jeremy Reid (2 Posts)

Jeremy Reid

Jeremy Reid is Director of Product Management at SumTotal.

Human-Centric Offboarding and Automation

Offboarding is the process of supporting an employee’s departure from an organization. No matter the circumstance, offboarding should allow the departing employee to end their time with your organization on a high note. Multiple scenarios call for offboarding and as such, there cannot be a one-size-fits-all approach. Without recognizing the variety of scenarios, your offboarding processes will lack the human-centricity necessary to send your departing employees off on good terms.

For example, each scenario is unique and has different priorities:

1. Layoffs

Whether it’s a mass layoff or a layoff of a few employees, offboarding following a layoff should be both sensitive and centered around reducing the stress of losing a job. Organizations should focus on helping the departing employee(s) get back on their feet. Your organization should provide departing employee(s) access to courseware that assists in creating resumes, interview tips, opportunities to reskill and upskill.

2. Voluntary departures

If an employee quits, it is important to ask why—especially if they were a good employee. If this is overlooked, organizations miss out on valuable information on how they can potentially enhance their employee experience and employee retention. This scenario should focus on getting their perspective on their employee experience. Be sincere and non-judgmental. If you send the employee off on good terms and listen to what they have to say, it could result in a boomerang employee.

3. Involuntary departures

Unfortunately, sometimes people are terminated. This scenario can get tense easily, so it is important to not only highlight compliance but also gain insight into their experience—i.e., listen to what they have to say. If they were an underperforming employee, ask if they were given opportunities to develop themselves and if they felt their immediate leadership adequately trained them. You should also ask if they feel they were managed fairly. If they don’t, be sure to connect with their former manager and address any concerns the departing employee had.

4. Contract/temporary/part-time workers

When you have a scenario where an employee’s contract has expired it is important to retain rapport. Don’t completely disconnect from them—maintain a strong relationship with them and ensure the door is left open for future opportunities.

Automating the tedious elements of offboarding

On top of the variety of scenarios that call for offboarding, several unavoidable and highly tedious steps must be addressed—i.e., tons of paperwork. Things like letters of resignation/termination, applicable nondisclosure/noncompete agreements, and benefits documentation are just a few examples of the various forms of paperwork organizations need to address before an employee departs. All of these documents protect not only the organization, but the departing employee.

Fortunately, organizations no longer have to rely on a manual administrative process to compile all of the steps and documentation necessary to properly offboard an employee. The digital age presents HR teams with technology that can streamline and automate the more tedious processes of offboarding. Effective offboarding technology should:

  • Connect disparate processes in one intuitive place
  • Organize and prioritize various documents and forms
  • Deliver insight on progress and priorities

With all being said, offboarding technology shouldn’t present a singular scenario or template, but rather provide an interface where multiple scenarios can be supported. Offboarding technology should allow your HR team to effectively and efficiently create a unique offboarding experience specifically tailored to the circumstances of the departing employee.

SumTotal connects automation to a human-centric offboarding processes

SumTotal allows organizations to provide departing employees with a formalized and personalized offboarding experience. The “Initiative” tool in the onboarding solution can be leveraged to drive processes such as offboarding by automating forms, learning assignments, and compliance.

Key differentiators:

  • From voluntary to involuntary departures, SumTotal’s solution allows you to create and automate specific templates to your organization’s most common offboarding scenarios.
  • Whether it’s for interview prep or for reskilling/upskilling, assigning helpful and practical training can help departing employees land on their feet and leave your organization on a high note.
  • Just like every offboarding scenario is unique, so is the individual departing employee—SumTotal enables organizations to further tailor their most common templates to the individual.

Interested in seeing how SumTotal’s solution can make your offboarding process more human-centric? Click here and request a demo.

Looking Back: 4 Realities of Talent Management in 2016

How well do the realities of talent management line up with expectations? As the year comes to a close, let’s examine how some expert predictions for 2016 came to pass in the last 12 months.

Hindsight: in the Rearview Mirror

Josh Bersin predicted accelerated replacement of dated HR technology, increased focus on analytics, and a reinvention of talent management and the tools that go with it to deliver a better employee experience.

Updating dated HR technology: Many of the organizations we encounter are looking to put less reliance on the ERP/HRIS system as the central focus point of how they run HR and talent, shifting their focus to talent management platforms. They’re also hoping to consolidate vendors to improve efficiency and integration between systems. Organizations are recognizing the value of having talent, learning & development, performance management and workforce all integrated so they can have more insight into the entire employee experience, not just insight into the financials.

Digging into Big Data: The consolidated data and predictive analytics tools modern talent management systems deliver are becoming must-haves for many HR departments—but according to Brandon Hall Group, while 63% of organizations realize predictive talent analytics are critical, just 4% are ready to use them.

The trend seems to be to update systems, then build the capabilities to leverage new functionality once new technology is in place. This second step is crucial, as simply implementing new technology won’t deliver real value to the business—talent professionals must take advantage of the insight and efficiencies the tech offers to realize actual gains.

Improving the employee experience: Firms are working to provide intuitive, seamless, experiences from talent acquisition and onboarding through performance management, retention, learning and career development within the organization. CHROs are challenging themselves and their teams to create an end-to-end employee experience—this delivers a competitive advantage in terms of improved ability to attract and retain top talent.

Transparency—simply giving workers and candidates visibility into what’s happening—can significantly enhance the employee experience. Candidates want to know where they are in the process, what they can expect. New hires want to get to know the company and understand what they need to do to succeed in their roles; staff at all levels want to know how they’re performing and what they can do to advance their careers—they want to see what opportunities are available within the organization. Managers want insight into their team members and how best to support them in their development.

Many organizations are working to deliver an employee experience that mirrors the consumer interactions people enjoy daily with their favorite brands. To change the experience, the technology must change as well—these two pieces are inextricably linked.

Reinventing talent management tools: One of the strengths of SumTotal’s products is our focus on delivering a great employee experience. We deliver the visibility your people need, when and where they need it. All your employees need to love our products—not just HR.

Delivering that seamless experience is one of our major considerations as we develop our new recruiting platform: we’re giving applicants more transparency, making the application process easier and more mobile, then offering them better tools for seeing what’s next once they’re activated as a candidate. We want to make it easier for them to communicate with the recruiting team, as well as make it easier for the employees involved in the interview process to manage their tasks and deliver required feedback.

Built on our existing technology stack, our talent acquisition platform will bring forward a lot of the tools, data, systems and interoperability inherent in our existing products. For example, within our talent platform’s performance management and team management tools, customers build up data about teams—they can bring that data into the recruiting process to show candidates how they compare to people in that role or on the team, in the same way they currently use that intel to help identify relevant learning or advancement opportunities within the organization.

Did your organization keep pace with the predictions? Or do you still have some work to do in terms of your talent management systems and processes?

Make sure you’re focused on the right initiatives: Learn more about talent imperatives many organizations overlook.