While remote employee onboarding processes have received much attention, organizations often overlook the significance of offboarding. Offboarding refers to the steps taken when bidding farewell to a team member. It is a crucial process that necessitates effective communication and coordination.

Though similar to onboarding in some ways, offboarding has its unique requirements. Its purpose is to support team members in successfully transitioning to new roles while ensuring the preservation of their work within the company. Additionally, offboarding allows management to reflect on areas of improvement, safeguard company data, and foster positive relationships with departing employees.


Key steps for offboarding remote team members

The offboarding process encompasses activities before, during, and after the employee’s departure. To ensure clarity and set expectations for all team members, it is essential to establish an explicit offboarding strategy. Recognize the individuality of each departing employee, considering their specific role and the impact of their work on the company. While specific standard tasks may need to be completed, tailor the plan to acknowledge their unique contributions.

Outlined below are steps to craft a clear and kind offboarding process. As always, use what works best for your situation.

Document Work Processes

As part of the offboarding process, encourage departing team members to document their work processes and share them with their colleagues. This documentation is a valuable resource for the remaining team members, allowing them to understand and continue the work seamlessly. It should include clear instructions, key contacts, and any relevant files or tools used in their role.

Document Key Relationships

Besides documenting work processes, capturing and documenting critical relationships that the departing team member has cultivated during their time with the company is crucial. This includes colleagues, clients, vendors, and other stakeholders they have interacted with regularly. Particularly, encourage the employee to create a comprehensive list or directory outlining these relationships, along with relevant contact information and important notes about each individual or organization.

Maintain Regular Check-Ins

After an employee gives or is given notice, they commonly disengage gradually. Stay proactive by regularly communicating with the departing team member and staying updated on ongoing tasks and projects. Set clear timelines for task completion to ensure a smooth transition.

Conduct an Exit Interview

The exit interview is a critical component of the offboarding process. It allows management to understand the reasons behind an employee’s departure, gather feedback, and identify areas for improvement. Some offboarding questions might include:

    1. What were remote work’s key advantages and challenges for you?
    2. What did you like most/least about working with us?
    3. Did you receive sufficient guidance and resources to perform your job effectively?
    4. What processes did you like the most/least?
    5. Provide suggestions for improving team dynamics, communication, or collaboration.
    6. Provide suggestions for improving leadership and management practices.
    7. What aspects of our work culture could be expanded or improved?
    8. Did you receive adequate training and support to perform your job?
    9. Were there any training or development opportunities you would have liked to pursue but were unavailable?
    10. What will you gain in your new situation you weren’t finding here?

Revoke Access to Infrastructure

Ensure the termination of access across all relevant systems, including computing platforms, databases, security tools, communication channels, and content management platforms. Additionally, address IT services such as support, information security, data backup, and financial controls.

Collect and Organize Remote Work Equipment

Remote or hybrid team members often have company-provided equipment, such as laptops, monitors, or other devices. Correspondingly, provide detailed instructions on how and where the equipment should be returned, including any necessary shipping labels or packaging materials

Transfer Access to Digital Platforms and Accounts

Consult an onboarding checklist to ensure the deactivation of access to company tools, shared documents, and other online resources. Additionally, changing passwords may also be necessary to maintain data security.

Announce the departure to the team/client/customer/community

When announcing someone’s departure to the team, it’s essential to approach it with sensitivity and clarity. Here are some additional tips for making the announcement:

  • Start on a positive note: Begin by acknowledging the departing employee’s contributions, achievements, and positive impact on the team and the organization. Express gratitude for their time and dedication.
  • Maintain transparency: Clearly state the departing employee’s last day and briefly explain their departure, ensuring you respect their privacy and confidentiality. Use neutral and professional language to maintain a respectful tone.
  • Highlight transition plans: Assure the team that appropriate measures are being taken to ensure a smooth transition. Briefly outline how the departing employee’s responsibilities will be reallocated or transferred and mention any support or resources available to facilitate the transition process.
  • Encourage well-wishes and support: Emphasize the importance of supporting the departing team member and maintaining positive relationships. Encourage team members to extend their well-wishes and offer any assistance they can provide during the transition period.
  • Address any impact on the team: If there will be significant changes within the team due to the departure, address them honestly and openly. Provide reassurance and guidance on how the team will adapt to the changes and emphasize the collective strength and resilience of the team moving forward.
  • Offer an opportunity for questions or discussions: Close the announcement by inviting team members to reach out with any questions or concerns. Provide contact information for an appropriate point of contact, such as a manager or HR representative, who can address individual inquiries confidentially.

Organize a Virtual Farewell Party

Show appreciation for the departing team member by hosting a virtual farewell party. This celebration acknowledges their contributions and allows them to reflect on their accomplishments while looking forward to future endeavors. Virtual team gatherings enhance morale and foster connection, even when physical presence is impossible.

Send a Thoughtful Goodbye Gift, Card, or Experience

Express gratitude and maintain a connection with the departing employee by sending a farewell gift, card, or experience. A team-signed card can have a lasting impact, reminding them of their time with the company and the positive relationships they built.


Additional offboarding resources

Manager’s Action Plan

112 – Onboarding Virtual Team Members

71 – How To Resolve Conflict On Virtual Teams

106 – How To Take Your Virtual Team Temperature

133 – Superpower Hour: Feedback On Virtual Teams

40 – Feedback On Virtual Teams




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