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13 Tips to Automate Employee Onboarding and Offboarding

So, you are on a hiring spree. Employees are joining your organization in droves, and likewise, some are leaving. How do you ensure an efficient process for these often chaotic transitions?

According to stats, 69% of employees who believe they have been properly onboarded are likely to stay with a company for at least three years. And companies that use a consistent onboarding process increase their productivity by an average of 54%.

But there's another glaring stat: 71% of companies don't have a formal offboarding process.

This means one thing is clear—a structured onboarding and offboarding process is essential for employee retention, productivity, and brand value. However, manually managing these processes can be time-consuming and error-prone. This is where automation comes in.

In this article, we'll explore 13 tips for automating employee onboarding and offboarding, making the process smoother and more efficient for everyone involved.

Workwize helps IT teams to onboard and offboard their employees' IT assets.


1. Create a Detailed Employment Policy

Develop a comprehensive employment policy that clearly outlines your company's onboarding and offboarding processes. This policy should include guidelines for tasks, timelines, and responsibilities, ensuring that everyone involved understands their role in the process.

2. Develop Clear Checklists for Tasks

Create detailed checklists for each step, be it onboarding checklists or offboarding checklists. These checklists should include tasks such as setting up equipment, providing access to necessary systems, and conducting exit interviews. By following these checklists, you can ensure that no critical steps are missed.

3. Streamline Information Using Software

Utilize HR software to centralize and streamline employee information. Platforms like Workwize offer a zero-touch solution for managing the entire lifecycle of global IT hardware, making it easier to onboard and offboard employees efficiently.

4. Assign a Dedicated Onboarding and Offboarding Team

Designate a dedicated team responsible for managing the onboarding and offboarding processes. This team should include representatives from HR, IT, and other relevant departments, ensuring that all aspects of the process are handled smoothly.

5. Incorporate Remote-Capable Procedures

With the rise of remote work, it's essential to develop onboarding and offboarding procedures that can be conducted remotely.

For example, Workwize enables express global delivery of MDM-enrolled IT equipment within 5-7 days, allowing new hires to choose their equipment via a self-service portal.

6. Monitor Efficiency with HR Analytics

Use HR analytics to track the efficiency of your onboarding and offboarding processes. By monitoring key metrics such as time-to-productivity for new hires and time-to-exit for departing employees, you can identify areas for improvement and optimize your procedures.

7. Consistently Update Records

Ensure that employee records are consistently updated throughout the onboarding and offboarding process. This includes updating contact information, job titles, and access permissions. Workwize allows you to sync with 15+ HRIS systems, making it easy to keep records up-to-date.

8. Provide Thorough Onboarding Training

Offer comprehensive training during the onboarding process to help new hires quickly acclimate to their roles and the company culture. This training should cover job-specific skills, company policies, and any necessary software or tools.

9. Ensure Secure Handling of Sensitive Data

During employee transitions, it's crucial to ensure that sensitive data is handled and transferred securely. Workwize provides secure deployment and configuration of all devices, ensuring compliance and updating faulty, broken, or outdated equipment.

10. Include Positive Feedback Cycles Post-Departure

Incorporate positive feedback cycles in the post-departure phase to gather valuable insights from exiting employees. This feedback can help you identify areas for improvement in your onboarding and offboarding processes, as well as in your overall company culture.

11. Engage in Regular Audits for Compliance

Conduct regular audits to maintain regulatory compliance in your hiring and relieving processes. This includes ensuring that all necessary documentation is completed and stored securely and that your processes adhere to relevant laws and regulations.

12. Consider Automation Tools for Large-Scale Transitions

For companies managing large-scale employee transitions, consider implementing automation tools or software to streamline the process. Workwize offers a centralized dashboard for tracking global assets, transferring assets between employees, and managing monthly invoices.

Other tools, such as Rippling and BambooHR, can automate tasks such as sending offer letters, collecting signed documents, and updating employee records.

13. Leverage the Power of Exit Surveys

Don't underestimate the value of exit surveys in gathering insights from departing employees. These surveys can provide valuable feedback on your company culture, management practices, and overall employee experience. Use this information to continuously improve your onboarding and offboarding processes.

Ask questions like:

  • What aspects of the onboarding process did you find most helpful?

  • Were there any areas where you felt the onboarding process could be improved?

  • How well did your role and responsibilities align with your expectations during the hiring process?

  • Did you feel adequately supported by your manager and colleagues during your time with the company?

  • What factors influenced your decision to leave the organization?

  • Are there any suggestions you have for improving employee retention and job satisfaction?

  • Were there any company policies or practices that you found particularly effective or ineffective?

  • How would you describe the company culture, and did it align with your personal values?

  • Did you feel that your contributions were recognized and valued by the organization?

  • Would you recommend this company as a place to work to others? Why or why not?

  • Is there anything else you'd like to share about your experience working here that could help us improve the employee experience?





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