Onboarding and Offboarding

This category covers the two ends of employment: how a new hire goes from a signed offer to working on their own, and how a departing employee hands over their work and leaves on good terms. Both are processes with many owners, HR, the manager, IT and payroll, so most of the terms here are about planning, timing and who does what.

On the way in, start with onboarding and preboarding, the work done before day one. An onboarding checklist turns the process into tasks with owners and dates, and a 30-60-90 day plan sets what the new hire should achieve in the first three months. Onboarding surveys, new hire performance and time to productivity show whether it worked.

On the way out, offboarding covers knowledge transfer, the return of company property, access removal and the final paycheck, while the exit interview tells you why people leave.

In Skailer, employee onboarding runs from the signed offer to the end of probation, and employee offboarding hands a leaver's reports, approvals and flows to a named successor.