Stay Interviews; Why They Matter!
I always get the same complaints from employees, no one listen to me, then you go out to break room
or where the smokers hang out and you hear the same complaints over and over and over again. Why
are they not doing this? So and so is great manager, so and so should not be manager. Soon you figure
out why so many people are leaving; and in many cases it small matters that could have been, and
should have been fixed. Stay Interview give your company the missing information that being said, but
You spent the time to attract this talent, on boarding and recruiting your talent, why not protect your
Stay interviews should be done on a periodic basis to keep your employees engaged and motivated to
want to stay with your company.
Also make sure the employees know why it being done, that their input is a key factor in the company
success. Also no repercussion for participating in the Stay interview.
One can also categorize the Stay interviews into different departments for example. Meaning the
employee knows that their name is not attached to the survey, putting them at ease of any repercussion
for being truthful.
An effective way of doing Stay interviews is though existing technologies like Survey Monkey that can
help collect and figure out the data for you.
For New Employees – Month - After being hired.
One month after being hired .Important to do this before the probation period so the employee can
clarify any misunderstanding about the position, but at the same time have a chance to get their feet
wet . A chance to have 2 way dialogue with new employees as well.
Questions for new employees after the first month.
Chance to get to know the employee.
Ask them what is important to them and why they accepted the position?
Try to figure out what motivates them and what will keep them here?
Ask them what they need to learn to be more effective at their job?
Respect for what they done before and ask for their insight and their suggestions from their new
and fresh perspective.
This to figure out what is and is not working. Your goal is to retain and keep your top talent, as result
brings down turnover rates and saving the company money in training cost.
What keeps you here?
Are there things you like to change about your department of team?
Are you getting enough feedback?
Do you feel recognized? What kind of recognition would be meaningful to you?
What style of communication and leadership do you respond to best?
Is there something new you like learn this year?
Remember you also collecting data from other employees to, this might give insight on root
problems that you are not aware of.
Perhaps a data base that should be working that is not working; perhaps you notice that the same
manager’s name coming up. For example 80% percent of people leave their job because of their boss.
Stay interview if done the right way can give you great insight into what is really going in your company.
It is estimated that it costs 2.5 times a person’s annual salary to replace an employee, so it vital that you
retain your talent.
For the fight for talent we often forget about keeping the talent. Follow up on employees are vital for
any company to succeed. It builds moral for the company to.
Also if people like working for your company they will tell others which of course can also cut down on
your recruiting cost. You want your company to have a good branding name; this is a good to help
improve the branding of any company to.
As the old saying goes a happy employee is good employee. As Hr people it is important to hire people
and sometimes dismiss people also deal with benefits etc, but most of important thing of all is to retain
people, this can be done successfully through Stay Interviews. It’s actually a Win, Win situation. The
company save money by not having to replace and retrain people and the employees feel engaged and
actually stays longer.