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

Duration: 60 minutes

Speaker: Marcia Zidle

CREDITS:

Available On-Demand

PURCHASE OPTIONS

Individual Purchase Options
On-Demand Available On-Demand. Watch the webinar recording multiple times for 30 days.	$179
Recording Download link will be emailed for single user access with handouts. Available in 3-5 business days, after Live Event. Never Expires.	$199
Transcript (PDF) PDF transcript of webinar with handouts will be emailed. Available in 7-10 business days, after Live Event. Never Expires.	$169

Group Purchase Options
Recording With License to Share Download link will be emailed with a license to share within the organization. Available in 3-5 business days, after Live Event. Never Expires.	$599	Select

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

Speaker(s)

Marcia Zidle

Marcia Zidle is a board certified executive coach, business management consultant and keynote speaker, who helps organizations to leverage their leadership and human capital assets.

She has 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 brings an expertise in strategy and alignment; social and emotional intelligence; executive and team leadership; employee engagement and innovation; personal and organization change management.

She has been selected one of LinkedIn Profinder’s top coaches for 2016.

CEUs

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

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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