Stay Interviews: A Powerful Employee Engagement and Retention Strategies

OVERVIEW
The best way to find out what your employees want and how toretain 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.
Employee Engagement

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 firms 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.
AREAS COVERED
The areas covered in this webinar are:
  • 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, Human Resources Professionals.
LEARNING OBJECTIVES
The Benefits of Stay Interviews:
  • They motivate 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’re limited to key employees:  By having a “stay” discussion exclusively with your key employees, who are at risk of leaving, you focus the manager’s effort and you minimize the overall time that the manager must devote to retention.
  • 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 employee engagement and strategies can help your organization retain critical employees.  It’s the single best tool you can give managers.

For more detail please click on this below link:
https://goo.gl/DsXjgR

Email: support@trainingdoyens.com
Toll Free: +1-888-300-8494
Tel: +1-720-996-1616

Fax: +1-888-909-1882

Comments

Post a Comment

Popular posts from this blog

BCBS 239 – Principles of Effective Risk Data Aggregation and Risk Reporting

Image
OVERVIEW Understanding the process required to ensure compliance withBCBS 239 as well as tips on ensuring that the right data is utilized. Finally, a detailed step by step analysis of COSO requirements and what a business can do to meet expectations. COSO continues to provide guidance and establish standards for performance in risk related processes.  BCBS 239 is the latest in a series of instructions which focuses on risk data aggregation. This webinar will include discussions on the risk data aggregation capabilities and internal risk-reporting practices (the Principles) that enhance risk management and decision making processes at financial institutions. BCBS 239 Compliance WHY SHOULD YOU ATTEND Early in 2015, the Basel Committee published the second progress report on bank’s adoption of BCBS 239. Several banks, at that time, stated that they would not be able to comply with the new standards by the 2016 deadline date.  However, regulators are now looking a...
Read more

Effectively Handle Toxic People for Better Productivity and Less Drama in 2020

Image
We all have people who push our buttons and if that relationship is with our boss, colleagues or clients, it can drain our energy, take us off track and infect the other areas of our life. Our upcoming webinar discusses successful strategies and tips for building a positive, productive relationship by knowing how to effectively respond to, cope, and manage the impact of their negative and toxic behavior in the workplace. The webinar covers the following key areas: ·          Identify and control the impact of difficult people so that you can keep the situation from escalating further ·          Differentiate the 4 types of attitudes and understand how they develop in order to keep your cool in a variety of situations ·          Utilize various verbal and non-verbal communication techniques and situational strategies that you can use to de-escalate and effe...
Read more

Handling a Chaotic Work Environment: How to Prioritize Work and Make Good Decisions Under Pressure

Image
OVERVIEW This highly interactive webinar offers you and your team an array of practical tools to help you get things done in today's chaotic and constantly changing work environment. You’ll learn practical tips on how to make good decisions under pressure to earn buy-in from bosses, coworkers and customers. In a workshop environment, you will participate in valuable exercises utilizing real-world case studies.  You'll emerge with an action plan you can use right away for managing through chaos and to master expanding workloads and complex decisions. WHY SHOULD YOU ATTEND • Are you feeling overtasked, over-worried and overdone? • Could you use a ‘managing multiple priorities effectively refresher”, to help you get a better handle on things? • Would you like to brush up on your management and delegation skills? If you answered  “yes”  to any of these questions, then come laugh, listen and learn as Chris DeVany leads us all through those important topics, ke...
Read more