He finds that granting these conversations their own status means people tend to take them more seriously. The company also runs semi-annual “listening sessions” with departments that serve as large-scale stay interviews. Tyler Read, CEO of PTPioneer, has his managers conduct standalone 30-minute stay interviews every quarter. If you’re just getting started, consider keeping stay interviews separate from manager one-on-ones. Honest, open dialogue on job satisfaction and career trajectory doesn’t always fit into your typical (and often tactical) one-on-one agenda. While weekly one-on-ones can be used to diagnose retention risks on an ongoing basis, HR experts advised against relying on them as your sole measure of engagement.
#Your gone and i gotta stay high how to
Here’s how to implement stay interviews and what questions you should be asking. According to data from Nonprofit HR, just 30% of organizations use stay interviews to retain employees - whereas almost 90% conduct exit interviews.īy getting to the heart of what’s troubling people before they leave, stay interviews complement your existing retention and engagement strategy. But while conducting these sounds like a no-brainer given the cost of turnover, adoption still has a long way to go. Stay interviews are one-on-one meetings conducted by managers to determine why employees might be inclined to stay at or leave their company. Instead, a growing number of People teams, including his, are turning to “stay interviews” to get ahead of turnover. While they provide insight into why employees are leaving, it’s always too little, too late. Nelson Sherwin, HR Manager at PEO Compare, doesn’t get why companies obsess over exit interviews. “You've gotta catch them before they're gone for good.”
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