Why Organizations Should Conduct Stay Interviews

Why Organizations Should Conduct Stay Interviews

When most organizations struggle to attract and retain talent, a simple yet powerful intervention can help reduce turnover dramatically. Stay interviews are a powerful tool for assisting managers to retain top talent on their team and keep everyone engaged despite their infrequent use. In one study, conducting stay interviews in the burnout-filled halls of a hospital was found to reduce turnover by 40 percent.

Stay interviews are modeled after exit interviews—a common practice in large organizations where departing employees are interviewed about their experience by someone from Human Resources (or occasionally their manager). But exit interviews occur after the fact. If you want people to stay on the team or in the company, why wait until they leave to discover how to improve their jobs?

What is the importance of stay interviews?

When you ask employees for feedback, they feel heard, valued, and appreciated. Plus, the feedback that you receive will help improve the employee experience in several ways:

  • Build trust between employees and managers
  • Make employees feel valued for their feedback
  • Understand what growth and development opportunities are missing
  • Uncover what employees value about their role
  • Gain insight into common perceptions or attitudes about the workplace environment
  • Improve?retention rates

5 stay interview questions to ask

  1. Do you receive adequate recognition for your efforts at work? A lack of recognition contributes to 44% of employees changing jobs . Employees who don't feel valued for their contributions will likely look for that validation elsewhere. Leaders need to understand whether their recognition efforts measure up and make the changes required.
  2. What do you look forward to about your work each day? Understanding what keeps employees engaged and happy is vital to continuing the practices that matter most. When you understand what's important to employees, you'll know where to focus your efforts.
  3. What are you learning in your job? Motivational research suggests that progress or career growth is a powerful motivator. But people can quickly become disengaged if there isn't any current growth.?Employees need to see adequate career growth and development opportunities if you want them to stay for the long haul.
  4. What would make you leave the company? Uncovering what would make an employee leave your organization will give you insight into what you should continue doing and avoid at all costs. With this information, you can avoid making decisions you'll regret later.
  5. What can I do to make your job better? This question sends the message that you're open to just about anything. You'll benefit from knowing it even if you can't do it. This is also a chance to get feedback as an individual manager that can help you improve with this person and the entire team.

What questions have you been asked (or wish you had been asked) to make you feel valued? Please share them with readers so we can all benefit.


Constance Johnson

Executive Leadership Coach ?? CV and LinkedIn Profile Optimization Writing? 5-Star Rated Career Consultant ? Certified CV Writer ? British Association of CV Writers

10 个月

Thank you for sharing this invaluable and thought-provoking newsletter. As a career consultant and leadership development coach, I wholeheartedly endorse the transformative impact of stay interviews on organisational success. Conducting these proactive discussions nurtures a culture of open communication and strengthens the bond between managers and employees. By seeking feedback, employees feel valued and heard, fostering trust and loyalty. Stay interviews uncover growth opportunities, enhance recognition practices, and provide valuable insights into workplace dynamics. My top 5 stay interview questions include recognition adequacy, daily work motivators, ongoing learning experiences, potential departure factors, and proactive improvement opportunities. I am a stay interview advocate and embrace this strategy to retain top talent and continually enhance the employee experience.

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NGWA Amstrong CHI

Field service engineer at All Maritime and Power Plant Company.

10 个月

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