by Sarah Rodehorst

In today's fast-paced world, it's easy to get caught up in the hustle and bustle of daily life. We often focus on achieving goals, meeting deadlines, and striving for success. However, it's important to remember that people are at the core of everything.

As the CEO of a technology company that facilitates the employee offboarding process, I’m reminded every day that people matter—one of many reasons employee transitions are so difficult. After all, people drive innovation, progress, and societal change. And their passion, dedication, and unique perspectives shape our workplace and our world.

So, when companies say goodbye to their most valuable assets—people—they’re losing more than just headcount; they’re parting ways with everything that person brought to the organization.

How to Prioritize Your Employees

So, how do you show your employees they matter? And that it’s not just about productivity and the bottom line? Here are some ways to cultivate a caring workplace.

• Foster a Culture of Empathy: Encourage open communication, active listening, and empathy among your team members.

• Invest in Employee Well-Being: Offer benefits and programs that support employees' physical and mental health.

• Recognize and Reward: Acknowledge the contributions of your employees and reward their hard work.

• Create a Sense of Belonging: Foster a diverse and inclusive workplace where everyone feels welcome and valued.

It’s easy to emphasize these things when business is going well, but it's in the toughest times that we need to remember the power of people the most. 

Offboard with Empathy

Today’s technology-driven landscape has, in many ways, led to an absence of human connection. The world of employee offboarding is highly administrative—calculating severance pay, providing separation notices in compliance with state laws, delivering WARN notices when appropriate. Because of this, employee separations can feel callous, especially during workforce reductions.

You may have seen some of the layoff blunders in the headlines. For example, there were the 900 employees who were abruptly laid off on a Zoom call. And the employees who realized they’d been laid off when their security badges no longer worked. And let’s not forget the employee who was notified of her layoff while in labor.

But, contrary to some of the headlines we see today, it is possible to show you care, even during difficult goodbyes. How can you do this? Here are three ways.

• Comply with laws designed to protect employees: Know the law and abide by it. There are many federal and state labor laws designed to protect employee rights. This may include giving advance notice under the WARN Act (or a state mini-WARN Act) or providing employees with the necessary information to apply for unemployment insurance. At the absolute minimum, be compliant. 

• Ensure you offer a severance package: When employees are laid off, they tend to have one primary concern: money. Severance pay helps your former employees get from point A to point B. Also consider other ways you can help your employees as they transition, such as outplacement services or an extension of health benefits.

• Give as much notice as possible: When feasible, give employees advance notice so they can begin their job search. If you give employees working notice, emphasize that you’ll be flexible with their time so they can attend interviews as needed. Support them as they look toward the future.

When my Co-Founder and I developed Onwards HR, we wanted to simplify the parts of the offboarding experience that consume the most time—like creating and delivering documentation, calculating severance, and evaluating for compliance with labor laws and corporate policies. We know the unique challenges our customers face and that the administrative burden leaves little time for empathy. But it doesn’t have to be this way. Separation technology can streamline the most tedious tasks, making more time for human connection.

People always matter, and they should be prioritized—especially during difficult times.