Recorded Webinar

Stay Interviews: A Powerful and Low-Cost Employee Engagement and Retention Tool

Duration: 60 minutes Speaker: Marcia Zidle
CREDITS:

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ABOUT THE EVENT

A recent LinkedIn news article titled "Exit Interview, Meet Stay Interview” states: “Scores of people are leaving jobs for greener pastures. That's a lot of exit interviews. While the Great Reshuffle is upon us, and looks to continue in to 2023, a new kind of interview is growing in popularity - the stay interview. It's a conversation not focused on reasons for quitting, but rather why workers are staying put. It's part of an effort to "dial up retention efforts during the record turnover. "Do you want to dial up your retention efforts? Adding stay interviews to your engagement and retention strategies will help your organization retain your critical talent so they won’t be motivated to seek out greener pastures.  It’s the single best tool you can give managers. The benefits of are:

  • They motivate the employee: They’re excited simply by the fact that the organization is concerned about their future and that their manager took the time to consult with them.
  • They’re personalized: Unlike surveys and many other retention tools that are focused on what excites a large number of employees, this approach is customized to a single identifiable individual and their needs and wants.
  • They include actions: Unlike exit interviews, which only identify problems, stay interviews also encourage the parties to identify actions that can improve the employee experience and actions that can help eliminate any major turnover triggers.

Areas Covered:

Are your employees engaged? Do they feel committed to the work they are doing? Do they brag about your company to others as a great place to work?
The best way to find out what your employees think and how to retain them is to ask them. Not just “How’s it going?”, but specific questions to get specific answers. Explore why your people remain with your company. How well are their objectives or dreams being fulfilled? Which aspects of their work do they enjoy the most? Which do they least enjoy? Are they receiving sufficient opportunities for growth and development? What would influence them to look elsewhere? The stay interview is a one-on-one interview between the manager and a valued employee. Its aim, quite simply, is to learn what motivates your top talent employees to continue working for you and the organization. Likewise, it also elicits what might motivate them to leave. In an effective 30-minute stay interview, managers ask standard, structured questions in a casual and conversational manner. It’s not a performance discussion but rather a “let me get to know you and your goals” discussion. Therefore, stay interviews will help managers and leaders understand their employees' goals and how they and the organization can ensure they will continue to be engaged and excited about their job. The stay interview is also an opportunity to build trust with employees and a chance to assess the degree of employee satisfaction and engagement that exists within a department or company. It will help managers understand why employees stay so that those important factors can be reinforced. They also signal frustrations that can be nipped in the bud before they drive the employee to start looking elsewhere.

Learning Objectives:

Adding stay interviews to your engagement and retention strategies can help your organization retain critical employees.  It’s the single best tool you can give managers. This webinar will include these learning objectives:

  • Identify five key factors that impact an employee’s desire to stay or leave
  • Recognize four possible “triggers” that cause the employee to consider leaving
  • Learn how to ask probing questions and conduct effective, efficient stay interviews
  • Survey a list of eight retention actions to increase employee’s loyalty and commitment
  • Review a sample of stay interview questions and develop your own customized list to ask
  • Discover how to develop stay plans for your employees and manage accountability
  • Develop a simple “how-to-toolkit” that includes who to select, how and when to approach; interview format and how to handle possible resistance 

Who Should Attend:

  • CEO’s, COO’s, VP of Human Resources
  • Chief Learning Officer
  • Directors 
  • Project Managers, Operation Managers and Supervisors 
  • Team Leaders 
  • Human Resources Professionals 
  • Managers and Supervisors
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Marcia Zidle

Marcia Zidle, the Smart Moves Coach, is a board-certified executive and career coach, business management consultant and keynote speaker, with over 25 years of management, business consulting and international experience in a variety of industries including health care, financial services, oil and gas, manufacturing, insurance, pharmaceuticals, hospitality, government and nonprofits. She has expertise in strategy and alignment; executive and team leadership development; social and emotional intelligence; employee engagement and innovation; career and organization change management; employee relations and talent management. Marcia has been selected one of LinkedIn Profinder’s top coaches for the past 7 years. Check out her 200 + LinkedIn articles she’s authored on Leadership, Management and Human Resources topics that have facilitated organizations to leverage their leadership and human capital assets generating greater effectiveness and profitability. Marcia’s claim to fame is as a world traveler having a multi-cultural spirit and perspective. She has lived as an expatriate with her family in Scandinavia and Australia. In fact, one of her children is an "Aussie". She’s traveled to over 30 countries throughout Europe, Middle East, Far East, and the South Pacific.

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The use of this seal confirms that this activity has met HR Certification Institute’s® (HRCI®) criteria for recertification credit pre-approval.

Credits: 1.0

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Compliance Prime is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CPSM or SHRM-SCPSM. This program is valid for PDC(s) for the SHRM-CP or SHRM-SCP. For more information about certification or recertification, please visit www.shrmcertification.org

Credits: 1.0

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