On a warm Friday afternoon in Bengaluru, an engineer walked out of the glass doors of his office for the last time. There were no balloons, no handshakes, no “we’ll miss you” cake. Just an HR email with an exit checklist, a system-disabled notification on his laptop, and a quiet ride home. He had spent six years building the company’s core products. But his goodbye was little more than a logout.
This scene repeats itself across corporate India daily. Companies invest significant energy in onboarding, employee engagement and performance recognition. Yet when it comes to offboarding, the experience is reduced to a series of formalities. The last day at work—a deeply personal, emotionally significant moment—becomes transactional, silent, and at times, cold.
This isn’t merely an HR oversight. It’s a missed opportunity that sends the wrong message to those still inside the organisation: you matter only whilst you’re here.
The psychology of departure
The problem, according to Shaleen Manik, chief human resources officer at Transsion India, is deeply psychological and mutual. “In India, when a person resigns, they’ve usually already disengaged emotionally,” he explains. “They stop attending meetings, they take more leaves, and mentally, they’ve checked out weeks ago. But it’s not just them. Managers too start excluding them from important conversations, questioning their loyalty, and HR steps into a purely procedural role.”
What’s left is a farewell devoid of human warmth—a stark contrast to how the same organisations celebrate a new hire’s first day with balloons, welcome notes and formal induction sessions. Manik calls this a “reactive mindset”, where Indian companies view exits as an endpoint rather than a stage that demands as much attention as onboarding.
The contrast with global practices is stark. A recent LinkedIn video that went viral showed a tenured employee in the West—loyal to his company for four decades—being surprised with a luxury car on his farewell. The man was literally in tears. The gesture wasn’t just about the gift; it was about recognising a lifetime of service with proportional gratitude. In China, farewell lunches are the norm. In the United States, it’s common for teams to post LinkedIn endorsements or publish appreciation notes. These may seem minor, but they have lasting ripple effects. They honour the human need for closure, reinforce a culture of respect, and show that appreciation extends to all—not just the tenured or high-performing.
The exception that proves the rule
Indian companies do have shining examples of how this can be done right. At Zoho, managers write heartfelt farewell notes to the team, describing the departing employee’s contributions. One such note, penned by the company’s founder himself, went viral on LinkedIn. It was addressed to a long-time employee and handwritten—not templated, not delegated. That post alone received over 5,000 reactions, sending a loud message: people matter here, even when they leave.
That message is rare, though. Many exiting employees in India report feeling quietly erased—no team goodbyes, no “thank you”, no moment to reflect on what they built. Their access is revoked even before their final working hour. They are locked out of systems, often before they’ve said goodbye to colleagues.
The scale challenge
Kamlesh Dangi, group head -HR, InCred, offers a nuanced view of this phenomenon. “It’s not that Indian companies don’t care,” he says. “But the context has changed. Earlier, people spent 25 or 30 years in a company. Retirement was an event. Now, with high attrition and short tenures, not every exit feels ceremonial.”
Indeed, in a landscape where 40 per cent attrition is common in some industries, companies simply don’t have the bandwidth to throw farewell parties for every exit. But Dangi points out that there’s still a spectrum. “When someone has spent years with the company, there’s often an attempt—maybe a team lunch or a gift. But for someone leaving after a short stint, it’s usually just HR paperwork. That’s the reality.”
And that reality matters—because even short-tenured employees can become powerful brand ambassadors, or critics. Most professionals today update their job history on LinkedIn the day they exit. They rate their employers on platforms such as Glassdoor and AmbitionBox. They tell their story at dinner table conversations, on alumni WhatsApp groups, and during interviews at their next company.
The feedback fallacy
Exit interviews—the cornerstone of most offboarding processes—often fail for a simple reason. “Employees don’t trust the system,” says Manik. “They think: why should I give honest feedback? What if it affects my reference? Or what if nobody acts on it anyway?”
Many employees, especially in hierarchical setups, fear speaking openly. Therefore, exit interviews become scripted, sanitised, or are completely skipped. What should be a rich diagnostic tool ends up as a formality—conducted by HR interns or handled via an auto-generated survey link.
The generational imperative
There’s also the generational shift to consider. Millennials and Gen Z employees expect empathy, flexibility and recognition—not just whilst they’re at the desk, but also when they leave. For them, exiting with dignity matters as much as joining with enthusiasm. A company that shrugs at their goodbye becomes a company they don’t recommend—and definitely don’t return to.
Progressive companies are trying to break this pattern. Some set aside small farewell budgets for cakes and cards. Others have created “win-back” communities—alumni groups where past employees are kept in the loop about new openings, collaborations, or rehiring opportunities. This shows that exit is not the end. It’s a pause.
The business case for better goodbyes
What companies fail to realise is this: an employee’s story doesn’t end when they leave. It’s retold many times over. And in a hyperconnected, reputation-sensitive world, that story can shape future hiring outcomes.
HR leaders today must start viewing offboarding not as risk mitigation but as relationship building. A structured, thoughtful exit process can include a farewell lunch, a personal thank-you note, a LinkedIn endorsement, and yes, a genuinely curious exit conversation. It doesn’t have to be extravagant—simply human.
This isn’t merely about retention or re-recruitment. It’s about continuity. It’s about signalling to remaining employees that people are valued—not for being loyal, but for being human.
The path forward
To be fair, Indian workplaces are evolving. Digital tools, remote exits and hybrid teams have made it harder to personalise every goodbye. But technology can also help. Automated farewell emails can be warm, not cold. Exit interviews can include video messages or manager insights. Offboarding portals can double as alumni-engagement platforms.
Ultimately, it comes down to culture. A culture that values people only when they’re producing is bound to lose people. A culture that values people even when they exit builds something larger—a community, a legacy, a story that others want to be part of.
Manik concludes with a powerful insight: “You’ve already lost the person when they resign. But how you treat them as they leave—that defines whether they’ll come back, recommend others, or become your loudest critic.”
The finish line, then, is not just an end. It’s an invitation to pause, thank, reflect and leave the door open. And most of all, to remind every employee—past, present and future—that they were never just a number.