Dear Friends, Plz Share the articles on STAY INTERVIEWS. We are going to conduct STAY INTERVIEWS so plz send the format if you have. regards,
12th January 2009 From India, Vadodara

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If i am not mistaken .stay in interview is to study and understand those
factors that may result in employee quiting the organisation.
it is opposite of exit interview .In exit interview employee is asked the reasons and the feed back is taken and studied the reasons why the employee is quitting .That will help to control the furture attriation and help to improve the existing system.Stay in interview is done when the employee is still working with the company.
Hope i am not going wrong .please clarify
Rajeev Dixit
12th January 2009 From India, Bangalore
Hi Devang,
Stay interviews are conducted when an employee is currently working in the organization and helps the HR to ascertain the following factors:
* Is the employee happy with the organization?
* What motivates him?
* Any training required for the employees?
* Any concerns and grieviances of the employees etc.
Share you e mail id will send you the formats..
12th January 2009 From India, Bangalore
Hi Saphire,
It would be appreciable if you upload the stay interview form on cite board forum so everybody can easily download the form becoz its a new concept in our industry & till yet only satisfaction surveys happen among employees.
Shreya Khandelwal
13th January 2009 From India, Delhi
Could you upload the format on the cite. It will help many of us, I guess. Regards Manasvi
13th January 2009 From India, Bangalore
I don't have much idea but stay interview is same as like as Appraisal
Appraisal in a written format, stay interview is a orally judge a employee
about his performance.
so questinare is same as like as initial interview type
13th January 2009 From India, Mumbai
Hi Devang,
Stay Interview is a really good concept I just came to know.
Usually, these types of interaction between the employee and HR dept takes place when there are retention programs by HR dept by which star performers are being encouraged to discuss with the HR dept regarding any issues which are probable discomfort zones for them...
I would like to know for what other reasons this Stay Interview is being done...
13th January 2009 From India, Chennai
PVQ 10
Here is a description of Stay Interview from BC Jobs CA

Stay Interviews

Worried a key member of your team could leave? Hold a stay interview and hope you’ll never need to do an exit interview.
Stay interviews can help head off an employee’s decision to quit a job. By holding a one-on-one meeting with your employee, you can explore their feelings about their position and uncover what might make them stay. You can use a stay interview with a disgruntled employee – but a stay interview can also help you keep on top of the needs of a seemingly happy employee. In fact, a stay interview may aid in preventing that employee from ever becoming disgruntled.
Take your prize employee to a neutral setting, like a coffee shop or restaurant. Take some time to get to know them better. Then ask questions about how they feel about their job and career path.
Stay interview questions could include:
  • What do you like about your work?
  • What would keep you here?
  • What makes for a great day at work?
  • What do you want to learn this year?
  • Is there anything you’d like to change about your job?
  • How about your team or department?
  • Am I using your talents? Fully?
  • That would make your job more satisfying and rewarding?
  • Do you feel supported in your career goals?
  • Do you feel we recognize you? What kind of recognition do you like?
Don’t be afraid of what your employee might say. Sure, you can’t always meet your employee’s requests. But you can validate their feelings, express your support and assure them you’ll do what you can to explore options. Avoid saying you can’t meet their needs in your initial meeting – for some employees, that’s enough to prompt a job search. Instead, commit to reviewing their feedback and give them a timeline for further discussion. Sometimes, just listening and working to discover solutions are what your employee really needs.

This is a format from- Harvard

Conducting a “Stay Interview”
Want to know if your employees are going to stick around—or when they’re able to handle a promotion? Then ask—whether it’s during a job interview, performance review, a professional development review, or even a staff meeting. You’re no doubt familiar with “exit interviews” conducted when people are leaving positions. We call this version a “stay interview”—which you conduct before people even consider leaving, to help you learn what you can do to avoid having to conduct an exit interview.
This form can help. Print it out, and then add your notes after you’ve asked the questions!
What interests you the most? (This question encourages employees to think about their core interests. You can then talk together about how well their current role lets them express their core interests.) Giving employees a framework to use may help—see the eight core interests reviewed in the Managing Your Career topic.

What motivates you? (This question gets at work reward values. For an increasing number of employees, factors other than a big paycheck are important—especially in economic boom times, when a healthy pay stub is readily available. Note: Don’t assume that your employees value the same work rewards that you do.) Again, it may help to give employees a framework to use—see the sections on assessing values in the Managing Your Career topic.
Example: If you learn that an employee puts family life first, offering flex-time may earn his loyalty. Another employee may crave a sabbatical to do volunteer work in her community.

What do you do best? (This question helps employees assess their skills. You can then talk together about how well their current roles match their skills or provide opportunities for them to “stretch.” Then you can define any necessary skill-development efforts.)

What are your short-term goals? (During an interview, see how these objectives fit with a current job opening. Over time, keep an eye on how they change—so you can help the employee keep improving. By monitoring changes in goals, you can sense what kind of employee you’ve got: driven, steadfast, creative, and so forth)

What are your long-term goals? (If the answer requires skills your employees don't have, suggest appropriate training or “stretch” opportunities.)

How do your short-term goals fit your long-term goals? (The first time you ask this one, the employee may not have an answer. But the question prompts people to start thinking about how to get from point A to point B—which is good for their careers and useful in their current responsibilities.)

What do you need from me? How can I—or the company—help? (Asking this question is a powerful move. It shows employees that you’re interested in their future and their personal development, and it gives you the information you need to manage them well.)

© 2001 by the President and Fellows of Harvard College and its licensors. All rights reserved.

14th January 2009 From United Arab Emirates, Dubai
Key elements of Stay Interview -

To be effective, stay interviews should:
  • provide a snap shot of employee satisfaction levels;
  • identify any issues or potential problems as they occur;
  • potentially identify employees who are 'at risk' of resigning and address the issues to prevent their departure;
  • determine whether the organisation is delivering on its promises to employees;
  • identify any areas that are preventing employees performing to the best of their ability;
  • provide another mechanism for feedback, which employees value; and
  • provide valuable insight to help proactively address issues affecting staff morale and retention.
Employers should use simple and direct questions in stay interviews, and they should be conducted among a sample group that represents a cross-section of the company.

Ideally, the participants represent about 20 per cent of total staff from different areas of the business and varying levels of seniority. The interview can include an initial online survey, followed up by a brief face-to-face meeting, which should take no more than 45 minutes per person.

The questions in a stay interview should address the following topics:
  • the employee's immediate manager;
  • the employee's team/colleagues;
  • the employee's ability to deal with customers and deliver the required level of service;
  • the workplace culture;
  • resources and technology;
  • knowledge sharing;
  • career development;
  • improvements to the organisation;
  • the reason the employee was attracted to the job initially, and does it still apply today; and
  • whether the employee feels the employer's promises are being delivered.
Stay interview questions could include:
  • What do you like about your work?
  • What would keep you here?
  • What makes for a great day at work?
  • What do you want to learn this year?
  • Is there anything you’d like to change about your job?
  • How about your team or department?
  • Am I using your talents? Fully?
  • That would make your job more satisfying and rewarding?
  • Do you feel supported in your career goals?
  • Do you feel we recognize you? What kind of recognition do you like?

Stay Interview Questions -

Here are thirty-three questions you can ask new or existing employees as part of your
stay interview strategy. Remember it is more important for you to know why they stay,
not why they leave. You already know why they leave.

1. What was your first impression when you drove into the parking lot?
2. What are your impressions of the office environments?
3. What can we do to improve it?
4. How can I, or the company, help you reach your career goals?
5. What was your experience like during the recruitment process?
6. What was your experience like during the interview process?
7. How do you like to be recognized, acknowledged and rewarded for a job well
8. What de-motivates you?
9. How friendly or unfriendly did the staff seem when you first walked in the door?
10. What is your greatest challenge or roadblock?
11. What is your impression of our customer service orientation?
12. Are there any policies that you don't understand the rationale for?
13. Are there any policies that strike you as ridiculous?
14. What are your impressions of our website?
15. What services are you surprised to learn that we are offering, for better or worse?
16. What services are you surprised to learn that we are NOT offering? For better or
17. What would make your work more meaningful and satisfying?
18. What conditions would cause you to seek employment elsewhere?
19. What support, tools/resources, skills or empowerment do you need to be more
20. What is most satisfying about your job?
21. What strengths or talents do you possess that aren't being used?
22. How do you feel the company and your team are doing?
23. Have you received enough training to do your job effectively?
24. Have you identified any wasteful things we are doing? Of time or money?
25. What is least satisfying about your job?
26. What changes need to be made in your work environment?
27. What is it that keeps you from seeking employment elsewhere?
28. If you could, what would you change about your job?
29. If you could change one thing about our company, what would it be?
30. Do you receive sufficient feedback about your performance?
31. What makes you feel like a valuable contributor?
32. How am I doing as your supporting leader?
33. What can we do to ensure we keep you with us?
14th January 2009 From India, Hyderabad
Hi All,
Thanks for starting this topic, actually this is a emerging concept in HR.
I also wanted information on this topic, I would like to thank all who have shared information on this topic. Thank You :)
14th January 2009 From India, Pune

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