Recently lost a great employee?

Think another one might be headed out the door?

Even if you’re confident that nobody is thinking of “jumping ship,” your business could still be at risk for attrition. After all, employees don’t hold up signs announcing that they’re looking for work elsewhere.

But wouldn’t it be great if they did?

Okay – maybe the sign thing won’t become a reality, but there is one way you can find out if good employees are headed out the door, before it’s too late.

It’s called a “stay interview.” Here’s why it’s so effective:

  • A stay interview is conducted early – before there’s any outward sign that an employee is considering leaving. And the earlier you know about an employee’s discontent, the more time you have to address it.
  • A stay interview is action-oriented. Unlike an exit interview (which is primarily designed to gather information and identify problems after the fact), a stay interview encourages both the employee and the employer to fix problems that lead to turnover.
  • A stay interview shows you care. This one-on-one exercise is completely customized to a key employee’s performance, management and job satisfaction. It shows that you care about his well-being and that he matters to the organization.

Tame Turnover with Stay Interviews

Make a commitment to conduct periodic interviews (or incorporate them into your performance review process) to find out how content and loyal your employees are. Here are a few questions to help you gauge employee loyalty and identify turnover triggers:

  1.  What, specifically, do you enjoy about your job? In what ways does your job make a difference to the company, our customers, our community or the world? (Identify factors that make the employee engaged, passionate and committed to stay working for you.)
  2. Do you feel that your current role fully utilizes your talents, experience and abilities? Why or why not? (Find out how well the job aligns with the employee’s perceived strengths. Lack of alignment may be cause for concern.)
  3. Do you believe that your ideas or concerns matter here? (Employees who feel they’re listened to and valued are more likely to stay working for you.)
  4. In your current job, what recent positive experiences have you had in terms of: Challenge? Recognition? Learning? Growth? (Positive experiences further increase loyalty and commitment. A lack of recent positive work experiences is a potential red flag.)
  5. If you were to consider leaving, what might cause you to do so? (Identify triggers that could contribute to turnover.)
  6. Over the last six months, what were your biggest sources of stress, frustration or anxiety in your job? (Look for sources of discontent and determine the ways the employee resolved the situation(s).)
  7. If you were ever contacted by a recruiter, what would you tell him it would take for you to consider another job? (Uncover additional factors that would cause an employee to leave.)

Looking for more ways to reduce turnover?

Get expert help from our staffing firm in Reading, PA. Berks & Beyond can help you find the best-matched candidates for your available jobs. When you hire the right person – someone whose skills, interests, personality and career goals align with your organization and its culture – the first time, he’s more likely to succeed on the job and stay working for you, longer!

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