The Stay Interview

When it comes to your employees, you likely conducted interviews on them when you first hired them. If you’ve had employees leave, maybe you’ve conducted exit interviews. But there’s another type of interview that often gets overlooked: the stay interview.

A stay interview? What’s that?

While exit interviews are conducted when an employee leaves to help management get a better understanding of what went wrong or why the employee left, stay interviews give management an idea of how they can help their employees stay with the company.

Stay interviews can help management gain a good understanding of what the company is doing right that makes employees want to stay, but it can also help determine what it is that would cause an employee to leave. This gives management a chance to identify strengths and weaknesses, and to work on improving those before it’s too late.

On top of that, stay interviews can help build stronger relationships within the company, which can ultimately lead to more trust throughout. When employees realize their thoughts and needs are being considered, they are often more likely to have positive attitudes and relationships. Following up on information learned in the interviews can help solidify this.

Stay interviews are also sometimes a better option than other ways to measure employee satisfaction, such as sending out surveys that often get buried in inboxes. Stay interviews provide a two way, face-to-face conversation that allows for questions and dialogue.

What questions should I be asking?

There are many questions you can ask during a stay interview, and often times, these questions depend on your business. If your employees do sales, you might want to ask them about a specific goal or initiative. If you’re in the world of technology, you may find value asking your employees how they feel about the software they’re currently using.

While a lot of stay interview questions can and should pertain to your specific business, there are also common questions that may be beneficial to conducting a worthwhile interview. Some common questions to consider asking include:

  • What keeps you coming back to work here every day?
  • What do you look forward to here?
  • If you could change something about your job, what would it be and why?
  • What would make your job more satisfying?
  • What do you want to see from upper level management/staff?
  • What might cause you to leave the company?
  • What can the company do more of for you?

What do I do next?

After you have conducted the interview, it’s helpful to do a quick run through of the employee’s answers to make sure you didn’t miss anything important. You may even notice a pattern of similar answers from different employees.

Once you have a good idea of what needs to change and improve, act on it! The purpose of the interview is to help you help your employees, and to improve employee retention based on the answers you hear.

Stay interviews can be a powerful tool to help you improve work-life for your employees, and to keep them around for years to come. When stay interviews and the information obtained in them are acted on properly, you’re more likely to retain your employees and avoid exit interviews.

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