IN TODAY’S EPISODE 👀 

• Offboarding: 5 Steps for Building a Policy

• How to influence leaders in an ethical direction

• How to master personal workflows in a collaborative workplace

THE ONE MINUTE TO GET INSIGHTS ✨

by hrbartender.com

Employee offboarding is a crucial part of business operations. Ensuring that employees leave with the same respect they were given when they joined can leave a lasting positive impression on both the departing employee and the organization. Offboarding, just like onboarding, benefits from having a structured policy. Here are five key steps to consider when developing your offboarding policy.

Step 1 - Determine the Goal
Clearly define the objectives of your offboarding process. Goals might include collecting company property, informing employees about their benefits (like COBRA or 401(k) plans), or leaving the door open for potential rehires in the future.

Step 2 - Make the Most of Your Technology
Review your current technology to identify ways to streamline the offboarding process. Automate tasks where possible, such as creating an exit checklist or sending notifications about key deadlines.

Step 3 - Incorporate Microlearning Strategically
Provide employees with consistent answers to common questions during their final weeks. Use microlearning tools such as short videos, podcasts, and FAQs to engage them, making it easier for both HR and employees.

Step 4 - Measure and Evaluate Your Results
Set measurable goals for offboarding and track if they are being achieved. Exit interviews can provide insights into how well your offboarding process works, and you can measure how many former employees later return to the company.

Step 5 - Keep the Door Open
Use offboarding as an opportunity to let employees know they are welcome to return. Whether full-time, part-time, or as a contractor, rehiring former employees has its advantages, and offboarding is the time to plant this idea.

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THE ONE MINUTE OF EXPERT VOICE 🎙

by hrzone.com

Key Idea 1: Ethics as a Leadership Compass
Ethical leadership is not just about policies; it's an inner "goodness compass" that guides leaders in their decisions. When leaders model ethical behavior, it influences company culture, fostering trust, respect, and psychological safety, allowing employees to thrive.

Key Idea 2: The Role of L&D in Ethical Leadership
Learning and Development (L&D) professionals play a crucial role by bringing ethics to the forefront of leadership training. They can invite leaders to reflect on their values and behaviors through regular, structured self-reflection practices.

Key Idea 3: Self-Reflection as a Tool for Ethical Leadership
Encourage leaders to engage in regular self-reflection on their actions, attitudes, and relationships. This practice helps leaders maintain ethical awareness and reinforces positive behaviors while recognizing areas where improvements are needed.

Key Idea 4: Peer Accountability and Shared Learning
Leaders can benefit from partnering with peers for accountability in their ethical leadership practices. A buddy system helps leaders share feedback and insights, fostering a collaborative approach to ethical growth.

Key Idea 5: Horizontal Practice of Ethics
Even if the company culture doesn’t fully embrace ethical leadership, starting with small groups, such as L&D teams, can have a ripple effect. Introducing ethical reflection and feedback within teams can slowly shape a more ethical organization from the ground up.

LET’S PRACTICE 🧪

by hrzone.com

In today's workplace, collaboration is constant, and the flow of requests can feel overwhelming. To maintain productivity, mastering personal workflows in a collaborative environment is crucial. The "Head Heart Hand" method provides a framework to help you balance collaborative demands and keep work moving.

How to Do It

Step 1 - Head: Look ahead to prioritise your calendar

Assess your workload by evaluating incoming requests against your available capacity. Timebox tasks into your calendar to ensure focus on strategic work, while batching routine work around these blocks. Plan for future collaborative requests by filtering them against team goals and personal priorities.

Step 2 - Heart: Invest in the health of your network

Building a strong network of colleagues helps spread the collaborative workload. Set time aside each week to engage with colleagues, learn about their expertise, and discuss mutual interests. This way, you can delegate tasks to those better suited, rather than taking everything on yourself.

Step 3 - Hand: Hands-off before you get hands-on

Prioritise "hands-off" work—tasks that others are waiting for—before diving into your "hands-on" work. This keeps collaborative workflows moving smoothly and ensures that team progress is not stalled. Timebox this hands-off work to stay efficient.

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