The Last Impression
The Last Impression: Why Offboarding Process Matters More Than You Think
Companies do everything in their power to
create a glamorous initial impression of their new hire, welcome packs, buddy
programs, orientation classes, emotional introductions, etc, all aimed at
making a new employee feel unique and interested in the company on the first
day. However, despite all the focus on the onboarding process, the final
impression, the way an employee leaves, is often an administrative issue. To a
lot of companies offboarding is a list of forms, passwords and an exit
interview. This irresponsible oversight is an expensive one.
The ineffectively handled offboarding process
may cause a reputational, cultural, and even financial harm (Lakshmanan, 2024). In the
age of the Internet, when the reputation of an employer is created on a high
profile by means of such sources as Glassdoor and LinkedIn, even one unpleasant
experience during an exit can reverberate much beyond the former employee. With
the research of the Harvard Business Review (Gallo, 2023) pointing out that the
manner in which employees depart an organization may affect perceptions of
future applicants just as much as the manner in which new employees are
welcomed, it is important to note that how employees leave an organization
affects how applicants perceive it in the future. That is, your offboarding
process is the last moment of branding your company, and it is more than most
leaders think.
The Hidden
Costs of Poor Offboarding
The harm associated with a cold-blooded
offboarding process goes way deeper than the departing person. Employer brand
erosion is one of the most direct and immediate results. When workers post
about negative experience of leaving the company they create awareness among
the potential candidates. A Glassdoor survey (2024) found that 86% of job
seekers read company reviews before considering a job and 55% would not apply
to a company with negative reviews on how it handles departing employees. The
years of brand-building can be ruined in a single night with the news about
carelessly executed layoffs or insensitive HR-related communication.
It is also detrimental in terms of the effects
on the employees who remain behind. This is what psychologists refer to as
survivor sickness, a combination of guilt, anxiety, and lower morale that can
be expected after layoffs or other controversial leave-takings (Briner and
Pousa, 2021). Employees start doubting their employment and the honesty of
their leaders when they observe other employees being fired without
understanding or compassion. There is a decrease in productivity, mistrust, and
voluntary turnover.
Besides, hastened offboarding initiatives pose
both legal and security threats. In the absence of a concise and uniform
procedure, breaches of data and termination lawsuits may occur. This is what
the global HR team of IBM has learned in 2020 when the inconsistencies in
termination messages gave rise to a class-action suit that claimed the
age-based discrimination (BBC, 2021). An effective well-documented offboarding
process can address these risks as well as expression of organizational
fairness.
Last, but not least, the cost of losing
institutional knowledge is a concealed, but considerable cost. In cases when an
employee departs without organizing the transfer of knowledge, teams can waste
months of time to re-learn the knowledge or even restore the relationships that
the left employee used to have. Such knowledge leakage is not only slowing down
the operations but also breaking important ties with clients and other
partners.
Transforming
Offboarding: From Transaction to Transformation
Organizations that are progressive are
redefining the term offboarding as a strategic opportunity not only to control
the exits, but also to reinforce culture and relationships over the long term.
Examples of this change include companies such as Accenture and LinkedIn. The
Accenture program, which is called Responsible exit, is based on empathy where
departing employees are offered resume workshops, access to networking and
extended benefits to facilitate the transition (Accenture, 2023). In the same manner,
LinkedIn has a vibrant alumni base, which also provides them with a chance to
continue to use its learning platform and networking opportunities. This is a
strategy that considers the former employees as future business partners,
clients or even re-hires.
The key to the successful offboarding process
is effective and sensitive communication. Transparency and empathy are
essential regardless of whether the exit is voluntary or not. The communication
must be timely, truthful, and dignified and impersonal emails and pre-planned
HR calls should be avoided. The face to face or video based leaders who attend
the exits during exits send a strong message that the organization cares about
people as far as they can be taken. Studies indicate that when employees feel that
fairness and respect were given the grace of the opportunity in the process of
termination, they will be 2.5 times more likely to suggest the company as a
good place to work even after exiting (HBR, 2023).
It is also essential to offer effective
transition support. The outbound services, including career counseling or job
search services, do not just assist such employees to land on their feet, but
also safeguard the employer brand. Airbnb and other companies proved to be
brilliant in this regard during the pandemic. When Airbnb had to lay off a
quarter of its staff in 2020, its CEO Brian Chesky made the announcement both
emotionally and transparently, providing severance pay, a lasting health
provider, and a talent directory (open to all employees) to help them locate
other work (Chesky, 2020). It was universally acclaimed as an example of
humanitarian leadership and was the subject of a case study in employer
branding in times of crisis.
Lastly, a proper offboarding should involve
considered knowledge transfer and in-house communication. Morale-preserving
transitions When managed proactively, transitions can be smooth. Managers can
promote planned handovers, promote records of important contacts and work
processes, and liaise freely with those left in the firm on how the change
would be done. Transparency eliminates speculation and anxiety, whereas the
recognition of the outgoing employee contribution instills respect. The
Boomerang Program in Salesforce represents how it is beneficial to keep good
relations with alumni and, in 2023, about 16 percent of its new employees were
returning to Salesforce (Salesforce, 2023). This can only happen when the
impression created at the end of the staff is good and professional.
Watch this video to learn how to create a
structured offboarding journey that benefits both the departing employee and
the organization. https://www.youtube.com/watch?v=OsWrE6oBKQM
Conclusion
It is also the start of a long-term
professional relationship, as offboarding does not mean the end of the journey
of an employee. All exits are PR crises masquerading as such: an opportunity to
show integrity and emotional intelligence in the organization. The task of HR
is to make sure that the dignity, fairness, and empathy are the core values of
each step of the process. When properly executed, offboarding enhances the
employer brand, elevates the morale of the remaining staff and converts former
staff into an active proponent that goes on to talk positively about the
company even years after their departure.
The final touch can become even more important
than the first as organizations continue to vie when it comes to securing
talent in a reputation-driven diffuse market. A business that makes an
investment in caring offboarding will demonstrate that it is no longer merely
interested in what people produce--but rather in who they are, all the way
through.
References
Accenture (2023) Responsible
Exit: Supporting Employees Through Career Transitions. Available
at: https://www.accenture.com (Accessed: 16 October 2025).
BBC (2021) IBM
Faces Age Discrimination Lawsuit Over Layoffs. Available at: https://www.bbc.com/news/business-56544132
(Accessed: 16 October 2025).
Briner, R. and Pousa, A. (2021) The
Psychological Effects of Redundancy and Survivor Syndrome in the Workplace.
Journal of Occupational Behaviour, 42(3), pp.
233–245.
Chesky, B. (2020) A
Message from Brian Chesky on Airbnb Layoffs. Airbnb Newsroom.
Available at: https://news.airbnb.com/a-message-from-brian-chesky-on-layoffs/
(Accessed: 16 October 2025).
Gallo, A. (2023) Why
You Should Pay as Much Attention to Offboarding as Onboarding. Harvard
Business Review, 24 January. Available at: https://hbr.org (Accessed: 16
October 2025).
Glassdoor (2024) Workforce
Trends Report: The Employer Brand Effect. Available at:
https://www.glassdoor.com/research (Accessed: 16 October 2025).
Lakshmanan, R. (2024) 'New
Research Warns About Weak Offboarding Creating 'Orphan' Accounts in SaaS
Platforms', The Hacker News, 29 May. Available at: https://thehackernews.com/2024/05/new-research-warns-about-weak.html
(Accessed: 16 October 2025).
Salesforce (2023) Boomerang
Employees and Alumni Relations Report. Available at: https://www.salesforce.com/news
(Accessed: 16 October 2025).
50skills (2024) How to create
an offboarding journey for departing employees. 11 October. Available at: https://www.youtube.com/watch?v=R9K13R9mQ2Y
(Accessed: 16 October 2025).
It effectively shows how empathy and integrity during exits can strengthen an organization’s reputation & long term relationships and consider adding a brief real world example or statistic on how positive offboarding impacts employer branding or alumni advocacy this would make your argument even more convincing and relatable
ReplyDeleteThanks for the feedback! That’s a great suggestion. I agree that adding a real-world example or statistic to show how positive offboarding strengthens employer branding and alumni advocacy would be really beneficial.
DeleteThis is very insightful and well-written blog about the last impression of the employee at the time of offboarding and how it connects to the employer brand and culture. It’s very understandable the way you use the real-world examples to present that very meaningful exit process built on empathy and communication that can reinforce trust, protect the reputation, and maintain the professional relationships for a longer period.
ReplyDeleteThank you so much. I’m glad you found the blog insightful and appreciated the real world examples. Your kind words mean a lot.
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ReplyDeleteA very smart article that explains a part of the employee lifecycle that people often forget about. Offboarding is more than just a formality it has an impact on the culture of the workplace, the brand of the company, and the ability to attract new talent in the future. If you treat employees who leave with respect and kindness, you can turn their departures into long-lasting support for the company.
ReplyDeleteAbsolutely. Treating departing employees well shows professionalism and respect. A positive offboarding experience can leave a lasting impression and even turn former employees into brand advocates.
DeleteThis is a great and well-structured exploration of why offboarding deserves as much strategic attention as onboarding. I particularly appreciated your reference to Gallo (2023) about how 'the manner in which employees leave an organization may impact the impressions of future applicants just as much as the manner in which new employees are welcomed'. That insight powerfully reframes offboarding as a branding opportunity, not just an HR formality. Your inclusion of real-world examples, including Airbnb and Accenture, adds depth and credibility to the argument. Thank you for shedding light on this often-overlooked phase of the employee lifecycle.
ReplyDeleteThank you so much for your thoughtful feedback! I’m glad you found the discussion and examples valuable, it’s great to hear that the point about offboarding as a branding opportunity resonated with you.
DeleteThis is an exceptionally well-researched and thought-provoking article that highlights an often-overlooked aspect of the employee lifecycle. The emphasis on off boarding as a strategic and cultural opportunity, rather than a mere administrative task, is both timely and insightful. I particularly appreciate the integration of real-world examples like Accenture, LinkedIn, which bring depth and credibility to your argument. The connection between empathy, brand reputation, and long-term relationships is powerfully conveyed. A comprehensive and impactful read that truly re-frames how organizations should approach “the last impression.”
ReplyDeleteThank you so much for your thoughtful feedback. I’m really glad the article resonated with you. Offboarding is indeed an underutilized moment in the employee experience, and it’s encouraging to hear that the strategic and cultural dimensions came through clearly.Highlighting examples like Accenture and LinkedIn was important to show how intentional practices can strengthen relationships, protect brand reputation, and even create long-term ambassadors. I appreciate your recognition of the role empathy plays in shaping that “last impression.”
DeleteYour reflections reinforce why this conversation matters, and I’m grateful you took the time to share them.
The way employees leave a company can have a big impact on employer branding, employee morale, and knowledge retention, as this article highlights in its convincing and thoroughly researched analysis of offboarding as a strategic HR process. Empathic, transparent, and structured offboarding turns a transactional process into a long-term relationship-building opportunity, as demonstrated by the real-world examples shared by Accenture, LinkedIn, Airbnb, and Salesforce (Gallo, 2023; Briner & Pousa, 2021; Accenture, 2023). Offboarding should be handled with the same strategic consideration as onboarding, as the conversation skillfully combines psychological, legal, and reputational aspects, ultimately strengthening organizational resilience and talent sustainability.
ReplyDeleteThank you for such a thoughtful and comprehensive reflection. I’m glad the article’s focus on offboarding as a strategic HR lever resonated with you. You’ve captured the core message perfectly.How employees leave is just as influential as how they enter, shaping employer brand, preserving critical knowledge, and strengthening long-term relationships. The examples from Accenture, LinkedIn, Airbnb, and Salesforce illustrate that empathetic, transparent, and well structured offboarding isn’t just a best practice it’s a competitive advantage. I appreciate your recognition of the interconnected psychological, legal, and reputational dimensions as well; treating offboarding with the same strategic intent as onboarding truly contributes to organizational resilience and talent sustainability. Thank you again for engaging so deeply with the discussion. Your insights add meaningful depth to the conversation.
DeleteThis article highlights that offboarding is more than just administrative work; rather, it's a critical event that affects employer branding, corporate culture, and long-term employee connections. It skillfully reinterprets offboarding as a human-centered, strategic activity with important commercial ramifications. The essay makes the case that an employee's last impression might have a greater influence than their first, using studies on psychological safety, Glassdoor, and the Harvard Business Review.
ReplyDeleteThis is such an important perspective. Offboarding is often overlooked, yet it shapes how former employees speak about the organization and that reputation carries real weight. I appreciate your idea that article reframes offboarding as a people centered, strategic touchpoint rather than a mere checklist. Ensuring psychological safety and a respectful exit experience isn’t just the right thing to do; it’s a long-term investment in culture, brand, and future talent relationships.
DeleteYour reframing of offboarding as a strategic branding opportunity is compelling. The examples from Airbnb, Accenture, and Salesforce prove that empathetic exits build long-term advocacy. Treating departures with dignity doesn't just protect reputation; it transforms former employees into ambassadors and potential boomerang hires.
ReplyDeleteAbsolutely agree. When companies treat offboarding as a relationship-building moment rather than an endpoint, they unlock long term value. The examples from Airbnb, Accenture, and Salesforce really illustrate how empathy and structure can turn departures into opportunities for advocacy and future collaboration. Dignified exits don’t just safeguard reputation, they strengthen the overall talent ecosystem.
DeleteHey Lukmee, This interesting and well-written blog post discusses how an employee's last impression throughout the offboarding process relates to organisational culture and corporate branding. I like how well you've illustrated the significance of a meaningful, compassionate, and well defined leaving process using real-world situations. It demonstrates how careful offboarding may uphold long-term professional relationships, strengthen trust, and safeguard an employer's image.
ReplyDeleteThank you so much for the thoughtful feedback. I’m really glad the post resonated with you. Offboarding is often underestimated, yet it plays such a pivotal role in shaping culture and maintaining trust. Highlighting real world examples felt essential to show how a compassionate, structured exit process can truly support lasting relationships and strengthen an organization’s reputation. I appreciate you taking the time to share your reflections
DeleteLuckmee, your insightful article presents why offboarding shapes reputation, culture, and trust. I like the useful point you have highlighted on employer brand, mainly the Glassdoor survey showing how negative exits reduce applications (Glassdoor, 2024). Another point on survivor sickness explains how poor exits lower morale (Briner and Pousa, 2021). Your examples, like Accenture and LinkedIn, make the article very useful. The Accenture program, which is called Responsible Exit and Airbnb’s empathetic layoffs show how support protects culture and fairness (Accenture, 2023; Chesky, 2020). Overall, your article highlights why the Offboarding Process is important.
ReplyDeleteThank you for such a detailed and thoughtful reflection. I’m glad you found the points on employer branding and survivor sickness useful. Those insights often get overlooked, yet they have a real impact on culture and talent attraction. The examples from Accenture, LinkedIn, and Airbnb truly illustrate how intentional, supportive offboarding can safeguard fairness, trust, and organizational reputation. I really appreciate you taking the time to engage so deeply with the article and highlight the key takeaways
DeleteThis is an excellent article. You have discussed why offboarding is a critical—yet often overlooked—stage of the employee lifecycle. And also, you have discussed the hidden costs of poor offboarding, transforming offboarding. Furthermore, you have discussed how poorly managed exits can damage employer brand, morale, legal compliance, and knowledge continuity, while also highlighting powerful examples of empathetic, strategic offboarding from leading organisations.
ReplyDeleteThank you. I’m glad you found the article valuable. It’s great to hear that the key points on why offboarding matters, the risks of doing it poorly, and the benefits of a thoughtful, strategic approach all came through clearly.
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