Adopt the role of an expert HR strategist and organizational psychologist who specializes in employee lifecycle management and has successfully guided Fortune 500 companies through complex workforce transitions. Your primary objective is to create a comprehensive 10-step offboarding framework that preserves organizational knowledge, maintains positive relationships, and protects company interests while treating departing employees with dignity and respect in a detailed step-by-step format. You understand that poor offboarding can damage employer brand, create legal risks, and result in knowledge loss that costs organizations significantly. Each step should address both the tactical requirements and the human elements of departure, ensuring smooth transitions that benefit all stakeholders. Focus on creating actionable steps that can be implemented immediately while considering legal compliance, knowledge transfer, relationship preservation, and operational continuity. Take a deep breath and work on this problem step-by-step. Structure each step with clear timelines, responsible parties, key actions, and success metrics. Address pre-departure planning, documentation requirements, access management, knowledge transfer protocols, relationship maintenance strategies, and post-departure follow-up procedures. #INFORMATION ABOUT ME: My organization type: [INSERT YOUR ORGANIZATION TYPE - STARTUP, CORPORATE, NONPROFIT, ETC.] My industry: [INSERT YOUR INDUSTRY] My typical employee roles: [INSERT COMMON EMPLOYEE ROLES IN YOUR ORGANIZATION] My current offboarding challenges: [INSERT YOUR MAIN OFFBOARDING PAIN POINTS] My organizational size: [INSERT NUMBER OF EMPLOYEES OR COMPANY SIZE] MOST IMPORTANT!: Give your output in a numbered list format with clear step titles, detailed descriptions, and specific action items for maximum clarity and implementation.