Human Resources Training, interview, Interview training

Stay Interviews: A Powerful and Low-Cost Employee Engagement

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The best way to find out what your employees want and how to retain them is to ask them. Ask questions to gauge how you’re meeting your employees’ expectations. Not just “How’s it going?”, but specific questions to get specific answers. Explore why these people remain with your company. Why did they join the organization? 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 a manager and a valued employee. Its aim, quite simply, is to learn what makes employees want to keep working for you. Likewise, it’s designed to elicit what might motivate them to leave.
The stay interview is an opportunity to build trust with employees and a chance to assess the degree of employee satisfaction and engagement that exists in a department or company. Stay interviews are preferable to employee satisfaction surveys because they:

  • Provide a two-way conversation and a chance to ask questions
  • Get more in-depth understanding of that employee’s current motivation
  • Offer managers the opportunity to quickly reinforce the positives and deal with the employee’s concerns

A recent Harvard Business Review article ‘How to Keep Your Top Talent’ warns that 25% of your top talent plans to jump ship in the next year.The results for engagement and effort are even more alarming, since about a third of employees surveyed admit to phoning it in at work. That’s bad news if you believe that staying competitive relies on the passion, drive and creative energy of talented people.

Many organizations use exit interviews to find out why employees are leaving their jobs. Unfortunately, asking an employee on their last day “why are you leaving?” doesn’t provide useful information in time to prevent the turnover. A superior approach is a “stay interview.” because it occurs before there is any hint that an employee is about to exit the firm. A stay interview helps 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.

The Benefits of Stay Interviews:

  • They stimulate the employee: Most employees are 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 engagement 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 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
  • They are inexpensive: These informal interviews don’t require a budget. In most cases, a half to an hour of a manager and an employee’s time are the only major cost factors

Adding stay interviews to your engagement and strategies can help your organization retain critical employees. It’s the single best tool you can give managers.

Learn more :  http://bit.ly/2YxV9cV

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hr best practices, Human Resources Training, interview

Stay Interviews: A Powerful Employee Engagement and Retention Tool

Interview-Types

Anyone awaiting the “lifetime employment” situation is living in a time warp. Those days are clearly behind us. Having said this, retaining employees is very crucial for organizations, simply because talented employees, their ultimate resource, are very hard to find.

Organizations spend enormous amounts of energy and time trying to build a talent pool, which, once built, should be retained for the organization’s own good. Retaining talent and cutting on high attrition rates will not only bring down hiring and replacement costs; it also ensures continuity in the team and prevents the organization earning a bad reputation in the market as one that cannot retain talent.

What are the ways by which organizations can build and retain talented employees? These will be the topic of a webinar that TrainHR, a leading provider of professional training for the human resources industry, is organizing on March 11. Melveen Stevenson, CEO and founder of M.S. Elemental, LLC, a human resources and business advisory firm, will be the speaker at this webinar.

Please visit http://bit.ly/2INTXyc to enroll for this webinar. This webinar has been approved for 1.5 HR (General) recertification credit hours toward aPHR, PHR, PHRca, SPHR, GPHR, PHRi and SPHRi recertification through HR Certification Institute (HRCI).

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The essence of this webinar is on the ways by which organizations can make use of he powerful tool for employee retention, stay interviews. What is a stay interview and how is it useful in helping HR retain talented employees? A stay interview is an interview that HR carries out on an employee who has made up her mind to quit. To start the stay interview process, HR has to have credible information about the employee’s intention to quit. And then, it should structure the stay interview in a manner that is quite formal instead of being unstructured and loose.

It is HR’s responsibility to create an environment at the stay interview that will make the candidate feel at ease. Since the leaving employee has nothing to lose, it is quite possible that she will have no hesitation about opening up. HR should take a sympathetic view of the events or other reasons that are responsible for the employee’s decision to leave the organization.

This webinar will explain all the details of how to make a stay interview successful. And then, how is success measured? Is it when the employee has reversed her decision to leave? Is it when HR has elicited information from the leaving employee that could prove vital in building an environment of trust and cordiality that will pave the way for retention of future employees? These are some of the obvious questions about stay interviews.

Melveen will how HR can take a proactive approach that engages both the organization and the employees and put in place a stay interview process that will help the organization retain its best and brightest talent. This session is of huge benefit to those who are concerned with retaining employees, such as Human Resources Professionals at all levels, People Managers and Supervisors at all levels, Talent Management Professionals, Department Managers and Directors of Operations.

Melveen will address the following areas at this webinar:

  • Understanding the components of an effective stay interview strategy
  • Identifying your goals and commitments before engaging in the stay interview process
  • How to set up and prepare for the initial stay interview
  • Review of powerful, insightful questions for the stay interview
  • Best practices for following through with the stay interview.

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About the speaker:

A certified HR professional with a background in accounting and finance, Melveen helps companies to navigate the human resources “jungle” of compliance, human capital, and leadership challenges. Melveen has held leadership positions in human resources operations, supply chain, and talent management at international companies in food manufacturing, medical devices, and consumer products. She has also worked internationally.

 

Human Resources Training, interview, Interview training

How to ask Probing Questions and Conduct Effective, Efficient Stay Interviews

recruiter-and-interviewee

Fremont, CA: TrainHR, a leading provider of professional training for the human resources industry, is organizing a webinar on the topic, “How to ask Probing Questions and Conduct Effective, Efficient Stay Interviews” on February 13. The speaker at this one-hour learning session is Marcia Zidle, CEO of Leaders At All Levels.

Please visit https://www.trainhr.com/control/w_product/~product_id=702304LIVE/?wordpress-seo to enroll for this webinar.

This activity has been approved for 1 HR (General) recertification credit hours toward aPHR, PHR, PHRca, SPHR, GPHR, PHRi and SPHRi recertification through HR Certification Institute (HRCI).

Viewing this webinar, its entirety qualifies for a recertification credit hour that may be counted toward SHRM-CP and SHRM-SCP recertification from SHRM. Credit is awarded based on the actual educational time spent in the program.

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Whenever the organization’s HR senses that an employee is planning to leave the company soon, it should not hesitate to talk to the employee about it. This conversation should go beyond the superficial greetings and good wishes and small enquiries. This, however, should be done only after HR gets credible information that an employee, especially a senior or important one, is planning to leave. HR should be open, frank and specific during this one-on-one conversation. This session, called a stay interview, should be done to gauge the employee’s intention.

Depending on how well it is carried out, stay interviews can have the effect of helping the organization retain a key employee. It goes without saying that retaining the talented employee is of utmost importance for the organization, as a recent Harvard Business Review article entitled “How to Keep Your Top Talent” shows: it says that about 25 percent of an organization’s top talent plans to leave within a year of joining.

Since it is very critical for organizations to retain talented people, HR make effort to do so. In consultation with management, it should proffer concrete suggestions and offers for what the organization has in mind to retain the employee.

Probe the reasons

The essence of the stay interview is that it should probe why the employee is planning to leave. HR should come up with a set of questions that should, while being informal, should be standard and structured. It should dig out the reasons for which the employee has made up her mind to quit and should explore all avenues for retaining the employee.

The pay, the work environment, the growth prospects or lack of motivation or employee engagement-any of these could be reasons for which the employee is planning to leave. The stay interview should get to understanding the exact reason. At this webinar, Marcia will explain the ways of eliciting these. The core point of note is that when done properly, the stay interview can be very effective at reversing the employee’s decision to quit since they are personalized, give the employee the opportunity to speak her mind out, bring out concrete remedial actions, and are inexpensive.

She will cover the following areas at this webinar:

  • 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 formant and how to handle possible resistance.

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About the speaker: Marcia Zidle is the CEO of Leaders At All Levels and a board certified executive coach based in Dallas Texas. With over 25 years of management, business consulting and international experience in the areas of business transformation, talent management and leadership development, she provides strategic focus, alignment and guidance to business leaders and their teams to ensure they get on the right track, stay on the right track and not get side-tracked in their drive for higher performance and profitability.