The most significant thing you can do as an employer is to keep your employees in the loop. By staying in contact and allowing them to be a part of the plan, you’re empowering your employees. Think of ways to expand your employees’ reach within the company, and conduct stay interviews with them to enhance retention.
Stay interviews are where employees discuss what they like and don’t like about their current position which in turn can help reduce employee turnover rates. These interviews offer opportunities to build trust between the manager and the employee.
Stay interviews have proven to boost retention and engagement rates. There are some points you need to know while conducting stay interviews:
1. Stay Interviews Bring Positive Change: What makes stay interviews different from other meetings such as exit interviews, is that it generally brings about positive change. The employer-employee bond is critical in improving engagement and retention, and employers deliver clear messages during their stay interviews that each employee is crucial for the company’s success and that administrators want them to stay. This ensures that developments are frequently made by both employees and employers.
2. Separate from the performance: This means that stay interviews should not be add-ons to performance-appraisal meetings but a separate meeting that is entirely focused on what leaders can do for their employees.
3. Improves Employee Engagement: One of the most prominent benefits of stay interviews is their influence on employee engagement. There is no better source of information than from those who are directly involved in your organisation. By gathering this information while your employees are still within the company you are able to improve the experience for both the current and future employees.
4. Schedule appropriately: Most stay interviews take 20 minutes or less to conduct, but some will carry on longer. Leaders should consider telling employees to allow 20 minutes for their meeting, but even then, leaders should allow thirty minutes on their calendars. Also, they should schedule an easy meeting first to build confidence in their skills and then move on to those who are most important to engage and followed by the rest.
5. Don’t send questions in advance: Sending questions in advance reduces conversation and instead limits leaders to respond to scripted, bullet-pointed answers. It’s better for them to ask each question individually, listen, take notes, and then inquire for deeper responses that open doors for solutions.
6. Personalisation: Stay interviews are personalised. Unlike other employee engagement tactics that target large groups of employees at one time, stay interviews create a personalised experience for each employee.
7. Set expectations: Leaders should tell teams in advance that they will schedule individual stay interviews with each employee to learn what they can do to help every employee stay longer and feel fully committed to work. Leaders should also emphasise that the focus will be on things they can influence or control issues that relate to broader company strategies, and that they will listen to all the problems.