My Employee is LeavingVirtual Handover
Move project files from private folders to shared drives before you lose access. Identify admin logins for tools that aren't on your single sign-on system. Transfer ownership of every recurring calendar invite.
The Two-Week Scramble
The DM you didn't expect.
Two weeks to find everything they know.
The realization that the 'How-To' is in their private drive.
A clean handoff is better than a perfect one.
Your employee just resigned. You have two weeks to find everything they know before the context walks out the door. We built a structured way to handle the disruption.
Physical Recovery
Log serial numbers for laptops and monitors. Recover office keys, security badges, and corporate credit cards. Confirm the specific shipping plan for all remote equipment.
Human Logistics
Approve final expense reports and outstanding PTO. Send warm introduction emails to key vendors and clients. Brief the successor on the "Known Gaps" list—the things we didn't have time to fix.
Is this for you?
This checklist is for the person directly accountable for what happens after an employee leaves. If you are the manager who will have to answer for a slipped deadline or a broken system next month, this structure is for you. We focus on the things that are hardest to reconstruct later—the tribal knowledge and hidden dependencies that usually disappear on the last day.
1
Day 10-8: The Inventory
Stop the bleeding. List physical gear, orphaned passwords for niche tools, and those private Google Drive links you currently can't see.
2
Day 7-4: The Transitions
Tell the clients. Introduce the new point of contact. Cancel the recurring meetings that no longer need to happen to save your future calendar.
3
Day 3-1: The Final Sweep
Submit the last expense reports. Review the tribal knowledge they captured. Acknowledge what we didn't have time to document.
4
Day 0: The Secure Exit
Badge return. Laptop recovery. Account deactivation. A clean handoff is better than a perfect one. Ensure a clear break.
What we don't promise.
We choose clarity over speed. Missing something and acknowledging it is better than false confidence. This is not an HR compliance tool or a HIPAA-regulated system. It won't catch every single task, and it does not replace your judgment. It is simply structure for a chaotic moment.
Start Your TransitionFrequently Asked Questions
Who is this checklist for?
This is designed for managers of knowledge-dense roles—Ops, RevOps, Marketing, and Account Management—where the 'how' is often as important as the 'what.'
How is this different from our existing documentation?
Documentation often describes 'what' to do, but not 'why' or 'who' to call when it breaks. Our process surfaces the context that usually lives only in an employee's head.
What if I have less than two weeks?
The system focuses on high-risk areas first. Even if you only have 48 hours, capturing three critical facts is better than capturing nothing at all.
Explore More
Get in touch with people who understand.
Need help navigating an employee departure? Contact the team at MyEmployeeIsLeaving.com for calm, human support during the two-week notice period.
This is what stays behind.
See illustrative samples of how we capture critical tribal knowledge during employee departures. Real-world reports for Ops, CS, and RevOps roles.
Pricing & Fit
Simple, one-time pricing for employee offboarding. Capture critical tribal knowledge during the two-week notice period without a subscription.
The Transition Hub
Capture critical tribal knowledge before your employee leaves. MyEmployeeIsLeaving helps managers secure project context and 'the why' during the 2-week notice.
Our Mission & Values
Learn why we build for the 2-week notice period. Our mission is reducing operational regret through structured knowledge extraction, not perfect documentation.
How It Works
Stop the brain drain during a 2-week notice. Learn how our structured system captures critical tribal knowledge and reduces operational regret before they leave.