Onboarding • 7 最短読了時間
オフボーディングのベストプラクティス：よい形で送り出すには
MAY 16, 2026
離職の扱い方は、入社の扱い方と同じくらい重要です。適切なオフボーディングは、組織を守り、関係を保ち、貴重な示唆を生みます。
オフボーディングが重要な理由
Offboarding is frequently treated as a bureaucratic process: collect the equipment, revoke the access, process the final payslip. This misses significant value. A respectfully managed departure preserves the relationship with a former employee who may become a customer, a referral source, a future re-hire, or simply an ambassador for your employer brand in their professional network. It also captures knowledge from the departing employee through a structured handover, reducing the productivity impact of their absence on the remaining team.
オフボーディングチェックリスト
体系的なオフボーディングには、次の内容が含まれます。退職承諾と最終勤務日の書面確認を 24 時間以内に行うこと。マネージャーと合意した知識移管計画に、主要責任、連絡先、進行中の業務をすべて含めること。退職者の貢献を認めるチームへの送別メッセージ。従業員の経験に関する率直なフィードバックを収集する退出面談またはアンケート。備品返却、アクセス権の取り消し、最終給与明細処理を含む技術的オフボーディングチェックリスト。すべての手順は HRIS で追跡し、漏れがないようにしてください。
退出面談
Exit interviews are one of the richest sources of honest organisational feedback available to HR, because departing employees have little incentive to be diplomatic. Conduct them by a neutral party (HR rather than the line manager) two to three weeks after resignation, when the initial emotion has passed. Ask about the primary reason for leaving, the factors that contributed to the decision, the quality of management, and what the organisation could do differently to retain people in similar circumstances. Aggregate and theme exit interview data quarterly and share the analysis with senior leadership.
