Most of us are familiar with the Exit Interview. An employee is leaving the organization and HR asks them to fill out a questionnaire or schedules a sit down to ask them questions about their job and the organization: how they felt about their boss, company culture, workload, benefits, pay, etc. Exit interviews provide valuable information that can help adjust or improve the organization for current and future employees. However, it's already too late. This employee has already moved on to another position with another organization - Was there something the organization could have done to retain this employee?
Stay interviews are conversations constructed to uncover concerns and issues that can directly impact employee retention. They help employers understand what might make an employee leave before they even consider jumping ship. Listening to employees and acting on suggestions can aid increasing loyalty, improving company culture and keeping top talent happy.
Consistency is key. Most companies have an annual bi-annual review process where they sit down and review the prior several months where the topic of future goals may come up. However, having a sit-down conversation with your employee once or twice a year to talk about their goals just to check a box off your list with HR is not going to cut it. Choose a time separate from any reviews. reviews are often tied to raises which would likely hinder their responses.
Potential Stay Interview Questions:
- What about this job motivates you to come to work each day?
- What are some of the challenges you experience in your position?
- What is the best part of your job?
- What is your least favorite part of your job?
- If you could change something about your job, what would it be and why?
- Can you share what this company does or has done to keep you here?
- Have you ever considered leaving? If yes, what prompted it and why did you stay?
- Do you have any suggestions on how we can improve as an organization?
- Describe the management style in your department. Is there anything you would improve upon?
- How do you like to be recognized?
- How do you like to receive feedback?
- Do you have any suggestions on how to make this a better work experience for you?
- How am I doing? Is there anything more I can do to support you?
- Are there other positions in the company that you are interested in?
- What are your professional goals?
- Is there anything that we did not cover?
- How often would you like to have these conversations?
The goal is to make your employee feel heard. Actions speak louder than words. Make sure your employee knows their contributions are appreciated and they are a valued employee. They want to know they didn't just waste their time being open and honest about working at the organization. Take their feedback seriously while being careful not to make promises you can't keep. A stay interview without any action or follow-up is just another meeting and another reason an employee may choose to leave. Take the steps to make changes when and where applicable to cultivate trust and loyalty amongst your team.
