In HR, communication is undoubtedly one of the most powerful tools. From the moment your new hire walks in the door, you’re responsible for facilitating an environment and culture where every employee can thrive.
When an employee decides to leave a company, exit interviews often highlight their reasons for cutting their time short. You don’t want to wait until employees are on their way out to ask those questions.
Say hello to “stay interviews”.
What are Stay Interviews?
In the simplest of terms, stay interviews help employers proactively understand what employees love about their company and the areas in need of improvement. Of course, you’d like to retain your organization’s top talent.
That said, directly ask them what’s keeping them there. Additionally, stay interviews grant employees a safe space to openly discuss ways you can better support them.
Introducing stay interviews to your organization will shed light on its strongest points and areas of weakness.
Why Conduct a Stay Interview?
The primary purpose of stay interviews is to increase employee retention rates. Aside from this, you can discover so many things about your company, its culture, and your employees. Stay interviews play a crucial role in your organization’s success.
For example, stay interviews build trust between employers and their team. Ultimately, this helps employees to feel appreciated and heard.
1. Choose the Right Interviewees
For companies big and small, it’s best to focus on employees that have been working for you the longest. You’re more likely to get the answers you’re looking for.
Stay interviews will help build trust and loyalty between you and your team. Creating an open dialogue about retention contributes to a culture where employees are comfortable speaking with you before putting in their notice.
2. Ask the Right Questions
Stay interviews are not an evaluation of the employee’s work. Instead, it’s an open and honest discussion on their feelings towards your company.
Ask a series of questions that encourage your employees to vocalize what they believe your company is doing successfully to retain employees. Here are a few questions you can ask to obtain these answers:
- What de-motivates you?
- What motivates you to stay at this organization?
- How much of your time do you spend engaging in company activities?
- Are you connecting with any of your coworkers?
- How do you feel about the communication in this company?
- How do you feel about this company’s workplace culture?
3. Utilize Stay Interview Feedback Effectively
It’s one thing to conduct a stay interview. It’s another thing to effectively utilize the information you’ve received from your employees. Once you’ve gathered stay interview feedback, take action on it.
Carefully review the answers and identify common themes. Then, address the trends by creating a plan of action. Don’t be afraid to adopt new plans or strategies to improve your business accordingly.
4. Build a Culture of Trust
Initiating an open dialogue with your employees is naturally contributing to a culture of listening. Your team will feel like the feedback they’re providing is being heard. As an employer, your team should feel like they can trust you.
Begin Implementing Stay Interviews
Take the time to identify your organization’s strengths and weaknesses. That way, you can focus on improving them in a timely manner.
Stay interviews give you the chance to optimize your company’s work environment and keep your employees for the long haul.
Improve Your Company from the Inside Out
For any organization, regardless of its size, its success rate is affected by employee performance, which is directly linked to company culture.
Discover the exact ways you can improve your company’s environment for the sake of your employees and your business.
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FRIDAY is an easy to use, yet powerful payroll and team management solution.
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