OFFBOARD

Transition Well

¤ 15+ years experience across education, sales, marketing, and product management

¤ Managed hiring, onboarding, and departures / transitions for multiple teams ¤ Jobs were complex and demanding, needed a practical and effective service

¤ Felt the impact of team members coming and going, but no clear organizational solution

¤ Passion for helping people, passion for teaching

About Us

THE NEW WORK ENVIRONMENT

•  Business has moved from product production to

information production

•  Knowledge, not equipment, is real capital

•  Even for experienced professionals, markets, customers, and internal culture take time to understand

The economy has changed, and continues to change...

60% of workers ages 25-34 stay in a job less than 4 years...

Job as Tour of Duty Average tenure of millenial workforce is 2-3 years. Expansion and contraction of workforce happening regularly instead of occasionally. Think of each employee accomplishing a specific mission rather than just filling a role.

Information as Capital

Most companies now rely on information. Information is time, and time is money. Information has taken the place of machines as the capital that powers our teams and leads to success or failure.

Time as Luxury

Training was considered a long term investment. Training now happening on the job, and expectation is immediate contribution. Practical and real time training preferred by employee and company over formal classroom instruction.

Maybe we need a new way to think of work...

IMPLICATIONS

•  You have to recruit and invest in people no matter how long they stay in order to help

them understand your company and their key performance indicators; if they succeed you succeed.

•  You have to retain and redistribute critical information in a searchable and digestible

format in your business to allow your team to make the best decisions possible.

•  You have to be prepared to create an effective exit for each employee knowing the question is when they will leave, not if they will leave.

•  Implemented correctly, this can preserve the relationship with the employee for knowledge share and future referrals through an alumni network.

What does this mean for your company?

Time Total time to fill a role can take between 1-3 months with often another 3 months before a new team member becomes proficient in his or her tasks and productive for the team. Managers don’t have time and employees aren’t interested in creating a position debriefing plan or roadmap in their last two weeks. This time should be spent transitioning projects and wrapping up loose ends.

Total cost of a search process can average 15%-30% of the position’s salary when combining direct costs of recruiting and interviewing and indirect costs of lost productivity and training time of peer or leader. Some companies spent tens of thousands of dollars on underutlizied onboarding programs when simply offboarding properly and passing that information along would be very effective and a lower investment.

Money

What is at stake?

Are you prepared?

Key Employees

Do you know who your team is

dependent on?

Are you prepared to keep their work

moving if they were to leave?

Critical Knowledge

Are there documented processes in place for another teammate to

step in and fill the gap?

People often have more information than is documented in the

CRM.

Do other people know where this

information resides?

Can it be accessed and implemented by new team members?

Accessibility

Why aren’t leaders more focused on this problem? •  It’s not sexy, and often falls into the “wishful thinking” category, or the “important, but

not urgent” priority list. •  The speed of work and results expected have increased and managers are being

asked to do more with less. There just isn’t time.

•  HR is limited in their understanding of each role and with their time in exit interviews. They are burdened with more regulatory compliance work than ever before (FMLA, COBRA, payroll, benefits, terminations, etc.).

•  There are no obvious resources in the market that solve this problem effectively without implementing another new expensive software or storing this information in an internal document that goes undiscovered for years.

OUR CONCEPT

“The key to maintaining high performance in this new environment is not only retention, but adaptation to the changing nature of work. This means expecting your team members to leave and providing every team member with a proper exit.”

•  The best and most high performing teams build clear systems that are written down and available to learn, set clear goals, define success for a project and an employee’s tour of duty at the organization, and have tangible ways to measure results.

•  Rather than having a “binder” this is really about getting the right information to the right people at the right time to make the best decisions possible. Job descriptions, requirements, critical relationships, and market information can now change as often as monthly, too much for most team to keep up with on paper continually.

•  Offboarding can help in real time by identifying projects in progress, urgent action items, key relationships, and position pain points / lessons learned with an employee’s exit. Use the last two weeks to solidify the foundation for the next hire and the role at the company.

What does our solution look like?

Fast

Available on short notice for creating a effective offboarding

roadmap for your team.

Simple

There is no new technology to integrate, only a simple person to person process. It’s the least amount of effort for

the largest impact.

Smart

No buzzwords, no long reports, only the most relevant and critical information to move

projects or relationships forward.

Secure

We sign an NDA. You own all of the

information, and we will keep it on a

secure server for your files if needed.

Why work with Offboard?

615-416-6859 www.offboard.co mclean@offboard.co

How can you reach us?