Stay Interviews: How to Increase Employee Retention and Drive Engagement with High Impact Stay Interviews.
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.
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 companies 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 engage
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
individualized: 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 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
The areas that will be
covered 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
LEARNING
OBJECTIVES
Learn how the stay
interview works as 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. Also understand how it provides the manager with the
opportunity to quickly reinforce the positives and deal with the employee’s
concerns before they turn into real dissatisfaction.
WHO
WILL BENEFIT
COO’s, CFO’s VP of
Human Resources, Human Resource Professionals, Chief Learning Officer,
Directors, Project Managers, Operation Managers and Supervisors, Team Leaders,
Staff Managers and Supervisors
For more detail please click on this below
link:
Email: support@trainingdoyens.com
Toll Free: +1-888-300-8494
Tel: +1-720-996-1616
Fax: +1-888-909-1882
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