Should your organization be conducting stay interviews?
As leaders in Talent Optimization
We’ll mention the four forces of disengagement. We’ll stress the importance of flexibility. We’ll cite the latest research on what CEOs are saying.
But maybe the better question is ‘Why do people stay?”
Implementing regular “stay interviews
The most effective “stay interviews” exist when there is a high level of trust between the employee and manager. Depending on the company’s culture, collecting the feedback of employees may best be left to traditional methods such as an anonymous engagement survey
Here are some sample stay interview questions:
·??????What do you look forward to when you come to work each day?
·??????What is your favorite part of your job? (Least favorite)?
·??????What keeps you working here?
·??????Do you feel valued at our company?
·??????How do you think your role impacts the overall business goals?
·??????Do you have the proper resources to perform your job most effectively?
·??????Give your current work-life balance
·??????What could we do to improve work-life balance?
·??????What talents do you feel are being underutilized?
·??????What skills do you want to develop?
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·??????How can I best support you?
·??????Is there anything you would like me to do more of/less of as your manager?
·??????What might tempt you to leave?
Tips for conducting stay interviews:
·??????Set ground rules—This allows the employee to feel that it is a safe space to share their perspective.
·??????Practice active listening
·??????Reserve or withhold judgment—It can be intimidating for employees to trust and share this information. Telling them you disagree or confronting their beliefs may cause them to withhold crucial information.
·??????Don’t conflate a stay interview with a performance review—This isn’t the time for the manager to share their thoughts on how things are going. Feedback on performance should be reserved for regular 1:1s and annual reviews.
Final Thoughts
Remember, it’s not enough to ask employees to participate in stay interviews. Before implementing stay interviews, be sure from the top down, managers are genuine in their commitment to taking action on the information collected in order to truly impact retention.
-????????? Rebecca VanDerveer
Sources:
VP Finance & Administration
2 年So true- many times employees leave because they feel as if they are not being heard. Conducting these "stay interviews" keep the lines of communication open and will uncover areas of concern for both parties. Insightful!