Overview
The best way to find out what your employees want and how to retain
them is to ask them. Ask questions to gauge how you're meeting your
employees' expectations. Not just "How's it going?", but specific
questions to get specific answers. Explore why these people remain with
your company. Why did they join the organization? How well are their
objectives or dreams being fulfilled? Which aspects of their work do
they enjoy the most? Which do they least enjoy? Are they receiving
sufficient opportunities for growth and development? What would
influence them to look elsewhere?
The stay interview is a one-on-one interview between a manager and a
valued employee. Its aim, quite simply, is to learn what makes employees
want to keep working for you. Likewise, it's designed to elicit what
might motivate them to leave.
In an effective 30-minute stay interview, managers ask standard,
structured questions in a casual and conversational manner. It's not a
performance discussion but rather a "let me get to know you and your
goals" discussion.
The stay interview is an opportunity to build trust with employees and a
chance to assess the degree of employee satisfaction and engagement
that exists in a department or company. Stay interviews are preferable
to employee satisfaction surveys because they:
- Provide a two-way conversation and a chance to ask questions
- Get more in-depth understanding of that employee's current motivation
- Offer managers the opportunity to quickly reinforce the positives and deal with the employee's concerns
Why should you Attend
A recent Harvard Business Review article 'How to Keep Your Top Talent'
warns that 25% of your top talent plans to jump ship in the next
year.The results for engagement and effort are even more alarming, since
about a third of employees surveyed admit to phoning it in at work.
That's bad news if you believe that staying competitive relies on the
passion, drive and creative energy of talented people.
Many organizations use exit interviews to find out why employees are
leaving their jobs. Unfortunately, asking an employee on their last day
"why are you leaving?" doesn't provide useful information in time to
prevent the turnover. A superior approach is a "stay interview." because
it occurs before there is any hint that an employee is about to exit
the firm. A stay interview helps managers understand why employees stay
so that those important factors can be reinforced. They also signal
frustrations that can be nipped in the bud before they drive the
employee to start looking elsewhere.
The Benefits of Stay Interviews:
- They stimulate the employee: Most employees are excited simply by
the fact that the organization is concerned about their future and that
their manager took the time to consult with them
- They're personalized: Unlike engagement surveys and many other
retention tools that are focused on what excites a large number of
employees, this approach is customized to a single identifiable
individual and their wants
- They include actions: Unlike exit interviews, which only identify
problems, stay interviews also encourage the parties to identify actions
that can improve the employee experience and actions that can help
eliminate any major turnover triggers
- They are inexpensive: These informal interviews don't require a
budget. In most cases, a half to an hour of a manager and an employee's
time are the only major cost factors
Adding stay interviews to your engagement and strategies can help your
organization retain critical employees. It's the single best tool you
can give managers.
Areas Covered in the Session
- Identify Five key Factors that impact an Employee's desire to Stay or Leave
- Recognize Four Possible "Triggers" that cause the Employee to Consider Leaving
- Learn how to ask Probing Questions and Conduct Effective, Efficient Stay Interviews
- Survey a List of Eight Retention Actions to Increase Employee's Loyalty and Commitment
- Review a sample of Stay Interview Questions and Develop your Own Customized List to ask
- Discover how to Develop Stay plans for your Employees and Manage Accountability
- Develop a Simple "how-to-toolkit" that Includes who to select, How
and when to approach; Interview Formant and how to handle Possible
Resistance
Who Will Benefit
- CEO's
- COO's
- VP of Human Resources
- Chief Learning Officer
- Directors
- Project Managers
- Operation Managers and Supervisors
- Team Leaders
- Staff Managers and Supervisors
- Human Resources Professionals
Speaker Profile
Marcia Zidle is a board-certified executive coach, business management consultant and keynote speaker, who helps organizations to leverage their leadership and human capital assets.
She has 25 years of management, business consulting and international experience in a variety of industries including health care, financial services, oil and gas, manufacturing, insurance, pharmaceuticals, hospitality, government and nonprofits.
She brings an expertise in strategy and alignment; social and emotional intelligence; executive and team leadership; employee engagement and innovation; personal and organization change management.
She has been selected one of LinkedIn Profinder’s top coaches for the past 5 years.