Discover Why "Stay Interviews" May Just Be What Your Company Needs!
. Lisa Ryan, CSP
Keynote Speaker, Podcast Host, Author. Ready to help you keep your top talent from becoming someone else's. #Grategy
Ever wondered if there's a better way to tap into your team’s thoughts before they walk out the door? In this week's issue, we'll explore the power of "stay interviews," a proactive approach that’s all about building trust and keeping your team engaged. It's like catching up over coffee with your team, where they share the good, the bad, and everything in between! ?
Spotlight on Manny DeSantis
A few years back, I had the pleasure of meeting Manny DeSantis, President of Valley Fastener Group, at the Industrial Fastener Institute. Manny’s unique take on stay interviews struck a chord. He ditches the formalities and opts for honest, one-on-one chats with his team, much like an un-filmed episode of "Undercover Boss." Initially, his team was hesitant, giving polite but guarded responses. However, as Manny acted on their suggestions, trust blossomed, showing just how much he valued their input.
What’s a Stay Interview Anyway?
Think of stay interviews as heart-to-hearts where leaders like Manny check in with their team to understand how they feel about their job - the good, the bad, and the ugly. These aren't grilling sessions but opportunities to ask questions like, "What keeps you excited about working here?" and "What can we do to make your day-to-day better?" ??
The goal? To:
1. Learn what lights up your employees.
2. Pinpoint and address any pain points.
3. Keep those lines of communication wide open. #StayInterviews
Why They Rock!
Stay interviews are simple, cost-effective, and incredibly valuable. They're your behind-the-scenes superpower, helping you catch potential issues before they turn into resignation letters. Plus, they underscore your commitment to your team’s happiness and growth—talk about making people feel valued!
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Key Takeaways from the Trenches
From these chats, it’s clear: recognition and work-life balance are not just nice-to-haves; they’re must-haves! 37% of folks say recognition keeps them motivated, and those with great work-life balance are 25% more likely to stick around.
When Stay Interviews Might Not Work
Not every soil is right for planting. Stay interviews might feel out of place if trust and open dialogue aren’t part of your company’s DNA. Maybe start with an anonymous survey to warm things up? But if you’re all about transparency and engagement, stay interviews could be your golden ticket!
How Often Should You Conduct Them?
Timing is everything! Consider scheduling these chats:
- Three months after someone joins the team—catch them while they’re fresh!
- Six months later to keep the momentum.
- And why not make it an annual thing, separate from those performance reviews?
Remember, It’s All About Action!
If you decide to run with stay interviews, commit to acting on what you learn. It's not just about collecting feedback but doing something meaningful with it. That’s how you turn insights into impactful changes.
If you want all the details on stay interviews, I’m excited to offer you a free download of my book, "*Thank You Very Much: Gratitude Strategies to Create a Workplace Culture that ROCKS." It’s packed with strategies to help you create an environment where your team not only stays but thrives. Just send me a note here and I'll get it right out to you.
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4 个月Companies and leaders can learn so much from these type of interviews. People leave for many different reasons. Some a company can control and others they can’t. Eitherway it’s great information and a great habit to get into.
Partnership Expert
4 个月Love this! We call this Career Development Planning - where an open dialogue is had between team leaders and team members to hear where the team member wants to go professionally and personally, and for the team leader to create a path towards those goals. Never a "No", but always coaching past road bumps. Accountability for the team member isn't part of the equation - it's a dialogue and their plans may change from meeting to meeting, and that's perfectly ok. Accountability for the team leader though, is a completely different story. These are opportunities for the team member to hold the team leader accountable for the accuracy of path that was talked about. It's one of the tremendously valuable opportunities for an organization to truly foster growth.
I speak to corporations and associations on how to grow their influence to have a greater impact on people.
4 个月Recognition and work-life balance are not just nice-to-haves; they’re must-haves! Great article Lisa Ryan!