Leverage Stay Interviews to Engage, Motivate and Acknowledge Individual Employees
Many companies use exit interviews to learn the reasons for employee turnover. However, the problem is that it’s too late. The employee has already decided to leave and is more focused on the new job, not the one he/she is leaving. Therefore, you will not get honest, relevant feedback. A better approach is conducting stay interviews which give you real time information about a valued employee’s motivation and desire to stay or leave. They also signal frustrations that can be nipped in the bud before they drive the employee to start looking elsewhere. Stay interviews are preferable to employee satisfaction surveys because they provide a two-way conversation and a chance to ask questions.
The stay interview is a discussion between a manager and an employee to learn about areas of satisfaction (turn-ons) as well as dissatisfaction (turn-offs) along with the issues that might impact the employee’s motivation and engagement at present and in the future. In an effective 30-minute stay interview, managers ask standard, structured questions in a casual and conversational manner. It is not a performance discussion but rather a discussion geared at getting to know the employee and their goals. Adding stay interviews to your engagement and strategies can help your organization retain critical employees. It’s the single best tool you can give your managers.
Join this informative session by expert speaker Marcia Zidle where she will help you understand the benefits of stay interviews. This session will provide you with a more in-depth understanding of the employee’s current motivation and offer you the opportunity to quickly reinforce the positives and deal with the employee’s concerns. You will understand how they can help motivate and engage your employees. When a manager takes the time to ask an employee about their job and their goals, it sends the message that the organization cares about and values the employee’s contributions. Stay interviews also focus on one single employee’s opinions, thoughts and ideas. They are different from engagement surveys which are focused on groups. Therefore, stay interviews can help you acknowledge the importance of individual employees.
Five benefits of stay interviews
The problem with exit interviews
Tool kit for conducting stay interviews
Ten stay interview questions you can use and adapt
How to deal with the five top demotivating situations
How to build a simple, yet individualized, stay plan for each employee
Why follow-up and accountability is important for the success of stay interviews
You will learn to:
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
Who Should Attend
VPs of human resources
Chief learning officers
Operation managers and supervisors
Human resources professionals, anyone who has talent management responsibility
Marcia Zidle is a board certified executive coach, business management consultant and keynote speaker, who helps entrepreneurial ventures; small to medium size enterprises and professional firms to leverage their leadership and human capital assets. She has 25 years of management, business con...
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