In multifamily, we put so much energy into perfecting the onboarding experience. Whether it’s new hire checklists, welcome lunches, detailed training schedules or new team member orientations, we want people to feel seen, supported, and ready to succeed. Rightfully so. How we bring people in sets the tone for their journey with us.

‍

But picture this: This same team member has been with the company for four years. They’ve faced challenges, pushed for results, and have overall been an amazing asset to the company and the team. An opportunity for growth outside of your company comes about, or maybe they’ve made a personal decision to relocate geographically, but nonetheless-- it’s time for the partnership to end.

‍

What’s the off boarding process look like?

‍

How we guide people out of the company matters just as much as how we brought them in. Sometimes, it matters even more.

‍

Off boarding isn’t just an HR process. It’s a leadership moment. It’s a chance to show gratitude, to protect relationships, and to close chapters with integrity. When people leave—whether by choice or circumstance, they should feel respected, acknowledged, and valued for the work they contributed. That final impression can carry more weight than their first day ever did.

‍

As always, let’s break down the why:

• People talk. Multifamily is the largest smallest industry we know. The way we treat people on their way out impacts our reputation far beyond one person.
• Culture is revealed at the end. Anyone can create a warm welcome. True culture shows itself when it’s time to say goodbye. This isn’t a time to be bitter, but to celebrate the contributions and reaffirm the belief that your team member is capable of amazing things.
• Doors stay open. Former employees may return, refer others, or become business partners. How we part ways determines whether that door stays unlocked and maybe even open for future collaborations.
• Leaders learn. Off boarding is a chance to listen, reflect, and improve. But not just on the employee experience. It gives an opportunity to explore improvement as a leader.

‍

Off boarding should never feel transactional. It should feel intentional. When done well, it leaves someone thinking: “I was valued here.”

‍

And here’s the truth: if onboarding is about building trust, off boarding is about preserving it. Both matter. But in many ways, the exit is the story people remember and retell.

‍

In multifamily, and truly any industry, great leaders know that how someone leaves speaks volumes about who we are as an organization.

‍

So, the next time a team member transitions out, ask yourself: Are they leaving with the same (or greater) respect, care, and dignity that they felt when they arrived? Because that’s the mark of a people’s culture.

‍