The link between Onboarding and Offboarding

Onboarding and offboarding are distinct processes, which take place in different phases, but which are entirely interconnected.

The phase prior to onboarding, Recruitment and Selection, is crucial and for this reason it must be successful, in order to generate positive results, especially with regard to the pursuit of the goals set for the function and fulfillment of expectations. However, it is a stage that requires time, sometimes it has a high cost, but from which profitability is expected. For this reason, it may have an impact on the following phases, due to the fact that post-admission is given less relevance.

Good onboarding practices allow the Employee to:

• Get to know the Employer and the professional challenge it has set itself. Clarity in the presentation of new functions will tend to drive greater motivation of the Employee;
• Better integration into the new team, thus fostering the spirit of belonging;
• Provide resources and mechanisms that enable better employee performance. These resources must include different aspects, but which complement each other: technical, social/interpersonal and organizational.

The onboarding is a critical moment as the execution of this process will lead or not to the Collaborator's success. This process does not end after the employee is hired, it is continuous throughout their entire career in the Organization. This close monitoring is crucial for the employee's delivery and performance and, therefore, for the Organization's talent retention policy. Once again, it is crucial to work with a win-win logic, based on solid values ​​and principles, with a view to sustained growth and continuous improvement.

A motivated, valued employee with a strong and solid sense of belonging is less likely to leave the Organization, because they feel part of the whole and contribute to its growth.

On the other hand, in a structured offboarding process, , whatever the origin of the disengagement (Employee or Employer), the existence of:

• Empathy, with a view to knowing and recording the reasons that led to the Employee's departure, in favor of continuous improvement, within the scope of future processes;
• Feedback from the Employee regarding their experience in the Entity, as well as from HR about the Employee's path in the Entity;
• Respect is also a very relevant factor for the entire process to be carried out successfully.

In short, it is very important to take into account:

– The importance of optimizing the onboarding process, as it allows for a high level of employee retention and reduces the possibility of carrying out offboarding. However, in the event of offboarding, if the process is properly structured, it may lead to a future return of the Employee. After all, Employees are the Organization's most important asset. Human capital is what distinguishes the Organization, it is the brand image that is intended to be well positioned in the market.

For the reasons described above, as mentioned initially, onboarding and offboarding, despite being opposites, are interconnected processes that complement each other!