Offboarding employees under normal circumstances is tough. Add to it an economic recession, a national health crisis, and a labor market with an oversupply of unemployed individuals, and you’re faced with a dire situation. Corporate leaders are feeling an increased sense of responsibility to help displaced workers land on their feet. Furloughs and layoffs of this magnitude have seldom been experienced, and therefore companies may lack the necessary ethical and equitable internal policies for implementation. And, given the uncertainty around when the COVID-19 pandemic might end and when the economy will rebound, it is very difficult for leaders to make decisions around whether to furlough employees or conduct layoffs.

Relatedly, it can be challenging to make the case internally that spending additional funds on individuals who are leaving the company is a worthwhile investment, especially when the bottom line is already strained. In addition, offboarding in a virtual environment can feel cumbersome and isolating, given that employees may not be able to collect personal effects and/or properly say goodbye to coworkers in person.

• Provide next-level rewards. Offer benefits packages that go beyond basic compensation to include employer-sponsored health care, retirement savings, and disability and life insurance.
• Make it easy to take advantage of rewards. Offer resource navigators who can help employees manage a variety of life challenges, including child care, medical concerns, housing needs, and financial literacy.
• Personalize total rewards. Ensure that benefits that address specific employee challenges, such as transportation vouchers, classes for English language learners, financial planning services, and student loan payment support, are made available.