Stay Interviews is a new concept catching up in Human Resource Departments of many organizations.
Don’t wait for exit interviews to find out why people are leaving. Quiz your top performers in stay interviews to pre-empt their leaving.
Rather than conducting exit interviews with departing stars, stop guessing what keeps your star performers happy and use "stay interviews" to prevent them from leaving in the first place. Don’t assume they all want the same things, such as more pay or promotions
This involves, putting up questions like,
- What one thing that if changed in your current role would make you consider moving on?
- What would keep you here?
- What makes for a great day at work?
- Is there anything you would like to change about your job?
- Do you feel supported in your career goals?
- Do you feel we recognize you?
- What kind of recognition do you like? etc.
Stay interviews are becoming a trend and they are now used to reinforce good HR practices within the company. The concept is based on the ‘Hawthorne Effect’, which states that people who are given attention are a motivated lot. The employee needs to be heard since they feel good about being heard. When job-hopping is the rule rather than an exception and when employee retention has become a critical issue, every company wants to know about those factors that can keep an employee engaged and committed, and stay interviews help the organizations in gathering these hard facts.
HR in a company should not wait for a formal career discussion rather they should try some innovation as taking their treasured employees to lunch or coffee, try to know them better, for the express purpose of asking these important questions.
Asking about employee's concerns, has many positive effects as they feel valued and important, which often engenders stronger loyalty and commitment to the organization.
In other words, just asking the question is a retention strategy.
Don’t be afraid of what your employee might say. Sure, you can’t always meet your employee’s requests. But you can know their feelings, express your support and assure them you’ll do what you can to help them. Sometimes, just listening and working to discover solutions are what your employee really needs.
Don’t wait for exit interviews to find out why people are leaving. Quiz your top performers in stay interviews to pre-empt their leaving.
Rather than conducting exit interviews with departing stars, stop guessing what keeps your star performers happy and use "stay interviews" to prevent them from leaving in the first place. Don’t assume they all want the same things, such as more pay or promotions
This involves, putting up questions like,
- What one thing that if changed in your current role would make you consider moving on?
- What would keep you here?
- What makes for a great day at work?
- Is there anything you would like to change about your job?
- Do you feel supported in your career goals?
- Do you feel we recognize you?
- What kind of recognition do you like? etc.
Stay interviews are becoming a trend and they are now used to reinforce good HR practices within the company. The concept is based on the ‘Hawthorne Effect’, which states that people who are given attention are a motivated lot. The employee needs to be heard since they feel good about being heard. When job-hopping is the rule rather than an exception and when employee retention has become a critical issue, every company wants to know about those factors that can keep an employee engaged and committed, and stay interviews help the organizations in gathering these hard facts.
HR in a company should not wait for a formal career discussion rather they should try some innovation as taking their treasured employees to lunch or coffee, try to know them better, for the express purpose of asking these important questions.
Asking about employee's concerns, has many positive effects as they feel valued and important, which often engenders stronger loyalty and commitment to the organization.
In other words, just asking the question is a retention strategy.
Don’t be afraid of what your employee might say. Sure, you can’t always meet your employee’s requests. But you can know their feelings, express your support and assure them you’ll do what you can to help them. Sometimes, just listening and working to discover solutions are what your employee really needs.