When you’re overloaded with day-to-day concerns, adding a surprise task to your to-do list—such as coordinating an employee’s exit—can feel daunting.
The good news is that solo HR practitioners can develop a plan in advance that will allow them to handle the disruption with aplomb. Here’s how.
Step 1: Tackle logistics
Offboarding an employee isn’t as simple as disabling passwords and gathering company equipment. Still, that’s not a bad place to start. As soon as you’re notified of a resignation, contact payroll and IT to begin offboarding procedures. In addition, have the employee sign any necessary paperwork, such as a resignation letter or a noncompete or nondisclosure agreement, and notify the individual of benefits end dates and any COBRA considerations.
