Why How You Say Goodbye Matters Too

Onboarding gets all the spotlight, but how you part ways says just as much about your business.

Meet Mary

Mary worked for a multinational company for almost 20 years. Seven promotions, loyal, respected, the kind of employee you hope never leaves.

A few months ago, she was overseas looking after her dad in his final days. The same week he passed, the company decided it was the right time to make her redundant. They didn’t wait until she returned. They didn’t do it in person.

When Mary came back to Australia to drop off her laptop, no one said a word. No goodbye, no thanks, no acknowledgment. Just silence.

How does someone dedicate 20 years to a company, only to be dismissed like that?

It wasn’t the redundancy that hurt, it was how they handled it. The coldness. The lack of care.

Mary used to speak highly of that company. Now? If you asked her whether she’d recommend working there, the answer is no. Not because she lost her job, but because of how they made her feel in her final week.

The Overlooked Power of a Good Goodbye

We often put so much effort into welcoming new team members that we forget how important it is to send them off properly. A well-executed offboarding process can be a game-changer for your business.

When someone leaves, it's your last chance to make a lasting impression. It's not just about ticking boxes, it's about showing that you genuinely care about your people, even as they're heading out the door. Just like Mary’s experience showed, this can shape how your company is remembered.

Exit Interviews: More Than Just a Formality

Rename them if you like, call them ‘Final Chats’ or something less formal. These aren’t just HR tick boxes; they’re gold mines for insights that help you improve.

1. Honest Feedback: People tend to speak more freely when they’re on their way out. It’s a chance to learn what’s really going on.

2. Spot Patterns: If multiple people mention the same issues, it's a clear sign you need to act.

3. Improve Retention: Understanding why people leave helps you keep those you want to keep.

4. Leave the Door Open: A positive exit experience might lead to "boomerang employees" who return with new skills and perspectives.

5. Keep it Casual: No need for a formal inquisition. Make it feel like a friendly chat over coffee.

6. Be Open to Change: Show you actually want to hear feedback and are willing to improve.

7. Celebrate Their Contribution: Take time to acknowledge their achievements and the impact they've had on the team.

8. Streamline the Process: Use tech for the boring stuff so you can focus on the people side.

Why Goodbyes Matter More Than You Think

How you treat someone on the way out doesn’t just affect them, your whole team feels it. And trust me, so do potential future hires.

When offboarding is done well, it sends a clear message: we value people at every stage, not just when they join. It says, we’ve got your back, even when you’re moving on.

Because offboarding isn’t just ticking boxes and collecting laptops. It’s a moment to wrap things up well, get honest feedback, and leave the door open if paths cross again.

So the next time someone resigns, don’t just think exit. Think of it as an opportunity to learn, to grow, and to show what your business is really about.

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