Begin with what cannot wait
List active work, deadlines, commitments, and unresolved questions. For each item, name the next owner and the next action. Do this before trying to record everything the departing employee knows.
Use real examples, not “any other tips?”
Fictional example: a coordinator handles supplier orders. Walk through a normal order, a late delivery, and an incorrect item. Capture which records they check, why they choose a response, who must approve it, and where the outcome is recorded.
Ask which exceptions are easy to miss. A short explanation of an unusual case can be more useful than another screenshot of the normal screen.
Transfer access through the right process
Map the required systems, record locations, permissions, and account owners. Arrange the successor's authorized access. Do not paste passwords into the handoff or share someone else's login. Coordinate account changes with the responsible administrator and the business's departure process.
Have the next owner do the work
Use an approved example. The successor follows the notes while the departing employee observes and answers questions. Update the instructions where they stall. Confirm that outstanding work and decisions have named owners—not just that the files were copied.
Respect privacy and permission when recording conversations or handling employee and client information. This is a continuity checklist, not a substitute for employment, retention, or access policies. The next owner also needs a way to correct the handoff after the departure.