Onboarding • 7 分钟阅读
离职交接最佳实践：如何体面告别
MAY 16, 2026
你如何处理离开，和你如何处理加入一样重要。良好的离职交接可以保护组织、维持关系并产生宝贵洞察。
为什么离职交接很重要
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.
离职交接清单
结构化的离职交接流程包括：在 24 小时内接受辞职并书面确认最后工作日；与经理商定知识转移计划，涵盖所有关键职责、联系人和进行中的工作；向团队发送告别沟通，认可离职员工的贡献；进行离职面谈或调查，收集有关员工体验的诚实反馈；以及涵盖设备归还、访问撤销和最终工资单处理的技术性离职清单。所有步骤都应在 HRIS 中跟踪，以确保不会遗漏任何事项。
离职面谈
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.
