Post by moon125 on Nov 5, 2024 2:19:39 GMT -6
According to Happy Job, 52% of employees who left the company voluntarily believe that their previous employer could have prevented their departure. To do this, they should have been more attentive to the needs of the staff, as well as conducted an assessment of satisfaction with working conditions. Many companies do this at the exit interview, when it is already difficult to change the specialist's decision to quit, and completely forget about the stay interview.
In this article, we will discuss what a stay interview is, how it allows you to retain valuable employees, and also implement improvements that are truly needed by the team.
What is a stay interview?
A stay interview or “retention interview” is a conversation that an employer holds with current employees at least once a quarter to determine shopify website design why they remain with the company. It is a feedback tool that allows you to get an idea of the mood of the staff, increase their level of satisfaction and engagement , and also implement the necessary changes in a timely manner before specialists make a decision to dismiss.
Here are some examples of questions you might ask during a stay interview:
What do you like most about working for our company?
What would you like to improve in the corporate culture?
Do you feel like a valuable employee? Why?
What do you dislike about your job and why?
What could motivate you to leave our company?
If you have thought about quitting, what were the reasons?
What strengths of yours are you not using in your current position?
What part of your job do you enjoy the most?
Are you getting enough praise and recognition?
What additional resources or professional development opportunities would be helpful to you?
You can tailor the questions and discussion topics depending on what information you want to obtain.
Stay-interview
Objectives of stay interview
What are the benefits of a stay interview for a company?
Stay interviews not only help retain staff: when people see that their opinions are taken into account and lead to real actions, their trust in the employer increases. This helps to form a culture of open communication and establish connections within the team.
Incorporating stay interviews into the HR strategy also demonstrates the foresight of the company's management. In an era when job changes are commonplace, an interest in employee development strengthens the HR brand and distinguishes the organization from other employers. This attracts talented professionals who are looking for a place where they can realize their potential.
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Which employees should be interviewed for stay?
You don’t necessarily have to interview the entire team, but the more opinions and data you gather, the more accurate your understanding of the company’s situation will be. Employees who have been with the organization for many years can provide particularly valuable insights. Try to broaden your sample and conduct stay interviews with specialists from different departments and with different experience levels. Keep in mind that some people may feel left out if you don’t invite them to interviews or if you only talk to the same colleagues.
Before conducting a stay interview, analyze whether your company is ready for it. If there is no trusting relationship between management and subordinates, then nothing will work out - you will have to establish it first.
Read also
Read about what trust in a team is and why it is important in the article “Culture of Trust in a Company”
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How to conduct a stay interview
Set a date and time for the interview in advance and communicate it to your employees. This will give them time to prepare and think through their answers.
Explain to your subordinates the purpose of the conversation and what they should expect from it.
Conduct interviews in a friendly atmosphere : The more comfortable employees feel, the more likely they are to open up during the conversation and honestly share their opinions or concerns.
Be interested. Show employees that you value their opinions and that you take their ideas and suggestions seriously.
Expressing appreciation can make the stay interview experience more positive. For example, tell your subordinate, “I really appreciate your hard work in your current position” or “You are a truly valuable asset to our company.”
Take action. If the employer implements changes based on the information received during the stay interview and tries to improve the situation, this has a positive effect on employee retention. If everything remains as is, then team members stop seeing the value of such meetings, and their level of trust in management decreases.
Stay-interview what is it
When it's time for a stay interview
And here are a few more tips to help you conduct a stay interview productively:
Do not combine a stay interview with a performance review. Each meeting should have its own time and purpose. A performance review is a discussion of the specialist's work results, while a stay interview is about his opinions and experiences.
Ask a variety of questions. They should cover both the employee's strengths and areas for development, as well as work in the company as a whole.
Ask your immediate supervisors to conduct the interview - they have a stronger emotional connection with their subordinates and have shared experience of working successes and failures. With them, team members will feel more comfortable and will also give more honest answers.