Stay Interviews: What They Are and How They Can Quell Employee Attrition
There are various ways a company can gauge employee engagement. You can send out satisfaction surveys every so often, but those will only provide you with so much information. There will be nothing quite like talking with someone face-to-face, and that is why stay interviews are such a useful tool for curbing employee attrition. These interviews are a great way to find problems before they escalate into someone quitting unexpectedly. Start incorporating these meetings into your organization to have happier, more engaged workers.
How Do They Work
It is recommended that you schedule these interviews once a year. You may need to schedule them more often, especially if your business is going through a time when employees may be more tempted to leave such as when you need to lay people off. You will sit down with your workers one at a time and see how they feel about their current positions. There are two basic things you need to gather from these stay interviews: why someone wants to stay and what would make them leave. This may involve the employee telling you some things you may not necessarily want to hear, but you will not get better as an employer if you work inside of a vacuum. You need to actively create an atmosphere where your workers feel comfortable being completely open with you without fear of repercussions.
There are various questions you can ask during the interview, including:
-What would you do to improve the office
-Do you feel like your job has purpose
-What frustrates you about your job
-What makes you happy about your job
-What is your ultimate career goal
-Are there any skills you hope to develop
-Do you feel appreciated
There are numerous other inquiries you can pose, but at the end of the day, you need to learn what can be done to keep your employees working for you longer.
What to Expect
It is feasible that some of your employees will have nothing to offer in terms of improvements, and they are perfectly content with the work they are doing. However, you should also be ready to handle employees who do have something negative to say during stay interviews. Any constructive criticisms that are offered should be handled delicately. If a worker suggests something should be changed, then you should see if it is possible to make those changes. You should also be ready in the event that an employee asks for something that is not possible to give at the moment.
An example of something an employee might ask for is a raise or promotion. There may not be money in your budget right now to give away raises, or it is possible that the employee does not really deserve a raise at this moment. Be honest with your workers if there is something you cannot afford to give right now. It is possible that a worker will ask for a promotion but does not really have the skills to have earned it. In these cases, you may be able to point your employee in the direction he or she needs to go. Maybe a worker can benefit from taking additional classes or taking on a few extra responsibilities before being given a new title. While you do not have to give your employees everything they ask for, you should do your best to give them the tools they need to reach their goals.
Do The Interviews Work
While you may still want to hand out surveys once in a while, stay interviews can be far more effective in accurately gauging your employees’ concerns. For example, if you are reading a survey, then there may be a comment you do not fully understand. There is also the possibility that even though you hand out surveys to everyone, only half of your workforce actually fills them out. This means that surveys may not be the most practical way to acquire input. With interviews, you are forcing your workers to take time out of the day to meet with you and go over anything that is bothering them. Ultimately, there may not be anything you can do to stop an employee from leaving, but these interviews can give you a sense of who is likely to leave soon no matter what happens. You can adjust your hiring process accordingly so that you do not find yourself with a reduced workforce for an extended period of time.
For help conducting regular or stay interviews, see what else Mighty Recruiter has to offer.