Updated: Nov 16, 2022
There’s no denying that the pandemic has left many employees feeling overwhelmed and overworked. Workers are resigning from positions at an unprecedented rate throughout the country, a phenomenon known as the “Great Resignation.” Priorities have shifted, and employees are now reevaluating their personal and professional goals. In an attempt to retain workers, many businesses have started conducting “stay interviews”: one-on-one conversations with employees that aim to pinpoint what motivates them to stick around and what problems may cause them to leave. Here’s how you can utilize stay interviews to support and retain your talent.
FOSTER A CULTURE OF TRANSPARENCY
Stay interviews are only beneficial if your employees feel comfortable being candid with you. These conversations require a foundation of trust, and there must be a mutual understanding that your team can speak freely without fear of consequences. You can cultivate this culture of honesty and transparency within your organization by adopting an open-door policy. Encourage your workers to raise concerns and ask questions as they come up. Stay interviews should be just one part of an ongoing conversation, so you gain a consistent view of how your employees are doing over time.
LISTEN AND ASK THE RIGHT QUESTIONS
It’s important to remember that stay interviews should be less like a formal interview and more like a two-way conversation despite their name. Don’t make the mistake of bombarding your employee with questions without also providing your perspective. Discuss what’s going well, what’s not working, and what changes can be made. Inquire about your workers’ attitudes towards the work they do, the value of their contributions, and your company’s culture. These meetings should focus not only on the job but also on the employee’s professional and life goals. How do they envision the next stage of their career, and how can you help them succeed?
The most important step in conducting a stay interview is acting on the feedback you obtain from your team. At the end of these conversations, summarize the takeaways you’ve gleaned from the conversation, discuss the next steps, and provide a clear sense of what your employee can expect from you. Is your benefits package competitive enough? Can you accommodate more flexible hours? Are you able to provide opportunities for professional development? Be sure to train your managers to have these conversations and provide them with the resources to take appropriate action based on employee feedback.
At RJ Reliance, we combine decades of HCM specialization with tailored, white-glove technology offerings to deliver transformative client outcomes. Our experts can optimize the systems, services, people, and processes that make up your business regardless of current trends in the labor market. Ready to discover how RJ Reliance can enhance your organization’s human resource management? Contact us today - our experts are ready when you are!