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 employees’ 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 employee retention questionnaire 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.
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 companies 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.
Stay interviews
help managers understand why employees stay so that those important factors can
be reinforced and new employee retention ideas can be formulated. 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 are:
- They’re
individualized:
Unlike employee engagement survey and many other employee 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
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’s and an employee’s time are the only major cost
factors.
Adding stay
interviews to your employee engagement strategies can help your organization
retain critical employees.
AREAS COVERED
- 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
stay interview best practices including 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
LEARNING OBJECTIVES
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. It also provides the manager with the opportunity to quickly reinforce
the positives and deal with the employee’s concerns before they turn into real
dissatisfaction.
WHO WILL BENEFIT
- COO’s
- CFO’s
- VP
of Human Resources
- Human
Resource Professionals
- Chief
Learning Officer
- Directors
- Project
Managers
- Operation
Managers and Supervisors
- Team
Leaders
- Staff
Managers and Supervisors
SPEAKER
Years of
Experience: 25+ years
Areas of
Expertise: Leadership, Employee Engagement, and Change Management
Marcia Zidle is a board certified executive
coach, business management consultant and keynote speaker, who
helps organizations to leverage their leadership and human capital
assets.
She has 25 years of
management, business consulting and international experience in a variety of
industries including health care, financial services, oil and gas,
manufacturing, insurance, pharmaceuticals, hospitality, government and
nonprofits.
She brings an
expertise in strategy and alignment; social and emotional
intelligence; executive and team leadership; employee engagement and
innovation; personal and organization change management.
She has been
selected as one of LinkedIn Profinder’s top coaches for 2016.
To Register (or) for more details please click on this below link:
http://bit.ly/2T7IzRc
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