Full disclosure: I dislike the word “offboarding.” It’s a catch-all phrase that feeds into the idea that an employee departure is basically the mirror image of a new hire process. In fact, departures are far more complex and nuanced.

When people join an organization, they are usually excited and eager to complete the new hire process. Compare that to the myriad emotions that accompany a departure, and you have a very different scenario—one that must be handled with emotional intelligence and process clarity in order to preserve positive employee sentiment.

Of course, not all departures are equal. Each type is unique and must be approached appropriately. Supporting an employee through retirement requires a much different set of resources and communications than supporting an employee through a layoff or a move to a competitor. Regardless of which type of departure you’re dealing with—voluntary, involuntary, layoff, furlough—there is a right way to do it.