Once you hire a new employee, the process of “getting them” is not completely over. The onboarding process gives them a strong first impression and can set the tone for their time with you, a time that can be shorter if you do not get the process right. Whether they are new to the workforce or they are a more experienced worker, you want to get them onboard, and producing, as quickly and effectively as possible.

Very often, though, we ignore similar “offboarding” processes when they leave the organization. Perhaps we have a feeling of resentment that they are leaving, and do not feel any need to help them have a smooth transition out. More often, though, we just do not see any real reason to worry about them, since they are leaving anyway. When you consider how much movement there is between companies, though, you should consider that you might want this employee back someday, and if so, then their impression as they walk out the door is as important as the one they got walking in. Recent employees can also serve as good referrals for new employees, but they only do that if they have good memories, so think about the impact on your employment brand that your organization’s alumni can have. Of course, they may also leave and become a potential customer, depending on your industry, so you want to keep that line of communication open.

Officially bringing someone off the payroll requires a few steps, and you not only want to get them done, you want to make the process as easy and painless as possible. If there is paperwork they need to sign, make sure it’s ready for them. Anything they need to turn in, like laptops and such, should have an identified point of contact who receives it, and receipts should be ready right then. Termination or transfer of benefits, like retirement accounts and medical insurance, should be clearly explained. Every departing employee requires a similar process, so it should be easy enough to have that process in place. Maybe you can provide a checklist for your employee so they don’t have to wonder if they have completed everything, and your HR team does not have to follow up with them two weeks later asking about something that was not done. There is a reason bureaucracy exists, and it’s for simple repetitive events like this.

If you think there’s the potential to bring this Creative back someday, keeping contact with them is key. Many firms have alumni groups that, at a minimum, help you maintain connections to former employees, and even better, can serve as as a source for referrals or as extra volunteers for your corporate social responsibility events. Even a Facebook page for your alumni can keep them up to date on future opportunities at the company and can aid you in staying in touch with them.

On a more personal note, make sure your folks walk out the door with a slap on the back and some expression of appreciation for their time with you. Employees who are allowed to just drift out the door are unlikely to walk back in later. You do not have to turn every departure into a big party, but people like to know they mattered. If employees walk out feeling like they were viewed more like a disposable razor than a talented individual, then all the alumni groups and email lists will have no effect.

Losing an employee now doesn’t mean you have lost them forever. In some cases, you may think it’s good for them to leave and get experience elsewhere, with the idea that they will return to you someday. People are more likely to come back if they have good memories, and the memories they have of walking out the door will always be the freshest. If you want someone to return, you need to think about how they leave.

(Designing Leaders offers a seminar for your managers on dealing with departing employees.)