Dear Mohandas,
Following is the feedback on the document:
a) Definition of the "Stay Interview":
A “stay interview” is a periodic one-on-one structured retention interview between a manager and a highly valued “at-risk-of-leaving employee” that identifies and then reinforces the factors that drive an employee to stay. It also identifies and minimises any “triggers” that might cause them to consider quitting.
b) The stay interview is conducted so that the issues that employees takes it as irritants can be avoided or settled.
c) You are not interviewing a fresh job candidate, therefore, in your document, Sl No 3 is not required.
d) Employee exit is linked to the motivation of the employee. Abraham Maslow has given hierarchy of the needs. While conducting the interview, our attempt should be to find out whether any need of the Maslow pyramid of the needs has been unfulfilled.
e) David McClelland's Human Motivation Theory states that every person has one of three main driving motivators: the needs for achievement, affiliation, or power. Our attempt in the stay interview should be to find out whether any of the need has not been addressed.
f) Notwithstanding (d) and (e) given above, question Sl No 5 to 10 of the stay interview are generic in nature and the replies by the employees may not give you a true picture.
g) Question Sl No 11 borders on knowing whether "self-actualisation" need of Maslow's need has been fulfilled. However this question also needs to be re-framed. We can ask, "What company has done to use your talent substantially? What needs to be done so that you will feel that your talent will be used optimally?
These are my some of the observations. Not that your work was bad but when we attempt to do something, we discover the flaws. Hence my this post.
Thanks,
Dinesh Divekar