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How to Retain people: Conduct Stay Interviews – discussion

For any organization, employee turnover is of extreme headache. Here employee retention is a vital component of the growth of a business. Retention is not only important to attract the greatest talent but also to retain them in your organization, as one loyal employee is capable of bringing the bounds of potential customers.

Employee turnover has a direct repercussion on the success and performance of any organization.

For any organization, employee turnover is of extreme headache. Here employee retention is a vital component of the growth of a business. Retention is not only important to attract the greatest talent but also to retain them in your organization, as one loyal employee is capable of bringing the bounds of potential customers.

Employee turnover has a direct repercussion on the success and performance of any organization.

Importance of employee retention:-

  • Employee turnover is worth a king’s ransom. Recruiting and onboarding new blood is not only time-consuming but also costly. Moreover, inexperienced employees can disturb the smooth flow of work thereby causing a drain of revenue. If you want to save your time and money do adopt a solid retention strategy.
  • A sound retention strategy can surely boost the morale of the employees. The workplace would become more positive when employees are highly motivated. Positivity rubs off on the employees, making them feel that their company is the best place to work in.
  • There would be high productivity and engagement among the employees. When you focus on engagement and retention, you will notice that your employees are performing better.
  • Employee retention makes employees happy which leads to better customer service.
  • Employees that have been serving the company for a long time will be able to solve perplexing problems. So do your best to retain your top employees.
  • It can save the time that has to be spent on interviewing and onboarding new talents. You can use this time by spending more on strategic initiatives that will enhance the employee experience as a result will avert turnover.
  • The ROI of the company sharply dips due to the high turnover. As high amounts have to be spent on hiring and training. Sales and productivity are also reduced.
  • It takes time for new hires to adapt to the company.
  • More value is added by an employee that stays for a long time.

Stay Interviews:

One such strategy to retain talent or resource is Stay Interviews. In a simple way a Stay Interview is having two way communication between resource and organization.

A stay interview is a one-on-one structured retention interview between a manager or human resources staff and a current employee which identifies the reasons that a current employees stays at the organization. In this communication HR staff tries to find out possible reasons of leave and aims to minimize any of these triggers.

The stay interview is an engagement tool because it allows current employees to impact the current and future policies, protocols, processes, hiring, and any other procudures. It is find out that there are reason for staying with the organization and provide insight into what is working while also identifying areas needing improvement.

Kevin Kruse, Founder, CEO of  LEADx writes rather than asking employees why they decided to leave, the goal of the stay interview is to understand what it would take to keep existing talent longer. He has listed some questions for stay interviews as shown below:

question

Image: www.forbes.com

Felix Caraballo, Katrina Williams in their survey ‘HUMAN SERVICES AGENCY: THE STAY INTERVIEW REPORT (2020)’ concludes that employees were on the same page on the need to improve the current status and to increase communication and create more occasions where employees can get together to help create a more inclusive organizational environment where everyone feels that they belong. Their list of questions for Stay Interviews are:

Recruitment/Hiring

1. Why did you originally join CCSF/HSA? What attracted you?

a. (For employees who transferred)

2. What about your old position prompted to you to transfer?

3. What were some of the challenges or barriers you had to entering into your current position?

4. What would you have liked to have known about CCSF as an employer before you were hired?

Organizational/Work Culture

5. What do you feel that your division/department does right?

6. Are there things you would like to change about your team or department?

7. Can you describe why you would or would not recommend HSA as a great place to work?

Employee Engagement

8. What about your work matters most to you?

9. What do you look forward to the most when you come into work each day?

10. What areas of your work are you least satisfied with? What frustrates you or makes you anxious? (ALTERNATE: Can you list some reasons why you do not want to come into work some days?)

11. Do you feel like you make a positive impact in the work you do? Do you feel like you have a voice and your suggestions are heard by management?

12. Do you have the tools and resources you need to effectively do your job? If not, barriers have

you face to get the resources that you need?

13. Do you regularly receive recognition or praise for doing good work?

14. What kind of training and responsibilities would you like more of to make your job more

rewarding and challenging? (ALTERNATE: What skills are you currently learning at work,

whether personal or professional?)

15. What can the department do to help you further develop these skills?

16. What have you felt good about accomplishing in your job and in your time here?

Leadership Development and Promotional Pathways

17. Can you describe your work relationship with your current supervisor? What is your supervisor doing well and what can he/she improve upon?

18. Do you feel that you have ample opportunity to be promoted? (FOLLOW UP: What barriers have you faced for promotion?)

19. Can you describe to me what your career aspirations are, and where you would you like to be 2 years from now? Do you still hope to work for the City?

Retention

20. What is it that has kept you with the City and County of San Francisco for this long?

21. Have you ever considered leaving CCSF/HSA for another job, or change departments or

divisions? If so, what were the main reasons you considered it?

meet

Image: pixabay

 

Recruitment/Hiring

1. Why did you originally join HSA? What attracted you?

2. What would you have liked to have known about HSA as an employer before you were hired?

3. What were some of the challenges or barriers you had to entering your current position?

 What was your overall experience with the hiring process?

 How can HSA make the hiring experience better for you?

Employee Engagement

4. Why do you like working for HSA?

5. What about your work matters most to you?

6. Can you describe the recognition and praise that you get for doing good work, if any?

Organizational/Work Culture

7. If your unit wrote a mission and value statements, what would they be?

8. Describe why you would recommend HSA as a great place to work.

Leadership

9. Can you describe your working relationship with your current supervisor?

10. Do you feel like you have a voice and your suggestions are heard by your supervisor or

manager? Please explain.

Promotional Pathways

11. Can you describe your career aspirations, and where you would like to be 2 years from now? Do you still hope to work for HSA?

12. What obstacles, if any, have you faced in obtaining opportunity for promotion?

Government Alliance on Racial Equity (GARE)

13. Do you feel that your work environment is diverse and inclusive in race and ethnicity? Why or why not?

• Do you feel a sense of belonging in your work environment?

• Do you feel a sense of belonging in terms of race/ethnicity and gender?

14. How can HSA help to make you feel more involved in developing a more diverse and inclusive environment?

According to SHRM(shrm.org)  following questions are asked during a stay interview to listen and gather ideas from the employee about how you and your organization can retain him or her.

What do you look forward to when you come to work each day?

What do you like most or least about working here?

What keeps you working here?

If you could change something about your job, what would that be?

What would make your job more satisfying?

How do you like to be recognized?

What talents are not being used in your current role?

What would you like to learn here?

What motivates (or demotivates) you?

What can I do to best support you?

What can I do more of or less of as your manager?

What might tempt you to leave? 

feedback

Image: pixabay

 

Conclusion:

Post pandemic where hybrid model is mostly adopted, retention has gained much importance as the face to face communication between HR and employees have been substantially reduced. Stay Interviews are retaining the talent and tone mustn’t be of Exit interviews. Times of India in their article of Stay Interviews writes retaining after resigning doesn’t work. The article gives reference of Ericsson, Dell Tech where such activities in the form of surveys are conducted diligently by their managers, leaders , HR departments.

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