Best Practice | Momentum Metropolitan’s Offboarding Practice

4 minutes read
Tory De Bassio

The offboarding process occurs no matter what kind of contractual relationship an organisation has with the person who is leaving. The desired experience that Certified Top Employer, Momentum Metropolitan, wants for any person who has worked there is one where the individual intends to return to work for them or refer others to seek employment there. Momentum Metropolitan has, therefore, created a holistic exit experience covering activities across contractual obligations, business continuity, relationship management, and workforce engagement.

Certified Top Employer, Momentum Metropolitan, wanted to create a lasting positive impression with their employees with the final touchpoint acting within a collection of streamlined, supportive, and efficient experiences.

This is just a snapshot of Momentum Metropolotian's innovative best practice; you can find the entire practice on our HR Best Practices database, which is exclusively available to Top Employers. Get inspiration and insight into the approach, challenges and learnings experienced by certified Top Employers. Access it now via the Top Employers Programme if you are certified, or learn more about it here!   

Why the practice was needed:

The offboarding process can be stressful for individuals, as it involves an internal change management experience. It is also worth noting that it is only sometimes, or very often, that an individual undergoes offboarding, which means that this is also a time of ambiguity and reliance on others for guidance in the overall process. As it stands, offboarding relies on back-and-forth emails between various parties, and often, the individual needs to know who to turn to for information and what information should be looked at to support a smooth transition.

With the increased focus on employee experience and the competitive talent landscape, the offboarding stage is fundamental to ensuring a positive, lasting impact. When an individual leaves the company, this is an opportunity to create brand ambassadors, alumni talent, and a growing referral network for future talent pools.

During offboarding, the business also goes through the stress of capacity management, handover requirements, equipment and access controls. It may need more time to give the attention necessary for an individual to feel cared for and looked after.

Read More: Why Developing an Effective (Remote) Offboarding Process is Important

How the practice was implemented:

Momentum created the following process to meet the needs of their offboarding practice:

Created an Offboarding Platform

Momentum Metropolitan ensured that all the relevant employees had access to the offboarding platform via our employee self-service HumanHub. Additionally, they ensured that the platform was digitally enabled for smartphones and desktops. The platform allowed managers and relevant admins easy access to the platform. They ensured a digital-first approach with tailored tracks for different employees and exit types.

Exit Questionnaire & Interview

  • Momentum Metropolitan had an integrated and streamlined digital solution for their exit surveys and interviews. 
    • That became a one-stop shop for both the questionnaire and interview experience.
    • It was competency-driven for holistic feedback and data-driven insights. 

Automated Processes

  • Reminders will be sent through push notifications on the HumanHub App, and emails will be sent at relevant steps in the process to keep HC and line managers in the loop throughout the offboarding process. 
  • Automatic push to Documents of Record to ensure relevant docs are stored and accessible on the system. 

Offboarding Metrics Dashboard

  • The HR team at Momentum Metropolitan were able to view available turnover and exit-specific insights.
  • Those metrics created visibility of offboarding journey trends and fall-off points.

Practice Guide

  • Momentum Metropolitan created an offboarding framework and principles of consideration to assist managers in the offboarding process. 


  • A design-thinking approach was applied in unpacking the specific needs of employees, HR, and line managers during the offboarding experience.
  • The focus is on the entire journey, from pre-exit, during exit, and post-exit experiences.
  • Key touchpoints were identified up-front and positioned within the solution in such a way that we could gather data for significant insights through dashboard metrics.
  • Short iterative deliverables have been prioritised, allowing testing, feedback, and pivotal shifts that answer the real needs of their employees.

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  • A digitally enabled offboarding platform where employees are guided through the process with easy-to-follow steps.
  • An integrated solution for both questionnaire and interview experience.
  • An offboarding dashboard with turnover stats, journey insights, and exit insights.
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Best Practice | Momentum Metropolitan’s Offboarding Practice

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