The stay interview process initiates a periodic dialogue with individuals to understand how they feel about their job, and the organization.
About this Event

What attracted your employees is often different from what will keep them. Stay interviews are an important process and tool for “re-recruiting” your workforce. The stay interview process is proactive, which is in stark contrast to its distant cousin of exit interviews, which are reactive.

Stay Interview process initiates a periodic dialogue with individuals to understand how they feel about their job and the organization overall. This enables the leader/organization to take actions to address those areas identified as being important but unfulfilled by individuals and/or employee groups.

In turn, a Stay Interview program improves employee satisfaction, engagement, productivity, and therefore retention.

Areas Covered in the Session:-

Objectives of a Stay Interview Program:

Making employees feel valued & improving engagement, productivity & retention
Reinforcing good relationships, forging new ones & helping repair those that are strained
Re-recruiting talent, causing employees to feel valued & enhancing the relationship between an employee & his/her manager

What Stay Interviews Are:

Employee/supervisor meetings to uncover what is important to each employee
Means of learning why employees stay might leave & what their supervisor can do to improve their work experience

Why Stay Interviews Are Not:

Performance appraisals
Conducted only when problems arise
Personal development
Causal, random discussions

Initiating a Stay Interview Program:

Who should conduct the interviews & why
Training managers & leaders
Defining success

Scheduling & Conducting Stay Interviews:

Frequency & length of each interview
Preparing for an interview
The most effective stay interview questions
How to probe for candid responses
Handling employee responses for which you don’t have an immediate answer

Following Through on Your Stay Interviews:

Creating & documenting action plans
Sharing accountability for the follow-through
Following up on the action plans
Measuring results against how success is defined

Key Points:-

It is easy to make the business case for retaining your organization’s talent because turnover is both rampant & expensive

And to make matters worse – the most talented employees:

Have more opportunities available to them
Are the most expensive to replace
Are the quickest to leave if they are unengaged
May take top performers with them
May take customers with them

Why Should You Attend?

Anyone who has experienced the unexpected loss of a valuable contributor.
Those who lose sleep at night wondering if any key employees are considering leaving and the undesired impact which would result.
Those who do not currently have people leadership responsibility, but aspire to it.
Individuals who want to gain knowledge related to how to improve employee satisfaction and, in turn, their likelihood to remain with the organization as engaged, productive team members.

Who will Benefit?