Stay Interviews: A Powerful and Low-Cost Employee Engagement and Retention Tool
Event Info
Description
This Course is approved by HRCI and SHRM Recertification Provider.
Overview:
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
employee's 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.
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. 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 stimulate 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 engagement and strategies can help your organization retain
critical employees.It's the single best tool you can give managers.
Areas Covered in the Session:
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
Instructor:
Marcia Zidle, MS, NCC, BCC is the CEO of Leaders At All Levels and a board certified executive coach based in Dallas Texas. She works with executives, management teams and high potential professionals ON THE MOVE! They want to move up to the next level – ahead of their competition – into new areas – over and around obstacles – beyond business as usual – towards a sustainable future.
Event link : http://www.trainhr.com/control/w_product/~product_id=701864LIVE/?channel=chinwag_december_2017_SEO
Contact Details:
NetZealous LLC, DBA TrainHR
Phone: +1-800-385-1627
Email: support
trainhr [dot] com
