HUMAN RESOURCES

THE POWER OF A STAY INTERVIEW

Recruiting has been a hot topic, especially with a record high of 4.5 million Americans quitting their jobs in November 2021 alone. With organizations on a hiring spree, they may want to also think about ways to retain their current workforce. As retention efforts rise, you might hear the phrase “stay interview” more often.

What is a stay interview?

Think of it as the opposite of an exit interview. Rather than asking what went well and what could you as an employer have done to keep that employee from leaving. This is an opportunity for employers to learn what motivates that employee and areas of improvement before it’s too late. There are many benefits to conducting stay interviews. Not only do they give employers the opportunity to resolve a situation before losing an employee, but it allows that employee to feel valued.

Conducting Stay interviews establish trust between the employee and their manager, identifies issues that can be addressed before that employee plans on leaving, also gives the company insight into their strengths and areas to improve upon. Stay interviews are not new. But they are becoming an important tool in preventing employees to leave for greener pastures.

How often should stay interviews happen?

Stay interviews should be conducted annually for all employees and anytime an employee appears to be disengaged for a prolong period of time. As for new employees, stay interviews should be conducted after 90 days of employment. This gives the employee time to get settled into their new role. Stay interview with a new hire will give employers better insight into their onboarding process, training, and any opportunities they may want to consider. Ideally, these one-on-one conversations benefit from occurring in-person. That may not always be the case with limited staff and resources. Perhaps starting with some sort of survey tool to capture the employees’ thoughts and feedback is just as effective. Work with managers to target their high-performing or at-risk employees then overtime meeting with all employees. Whether it’s in-person or not, these conversations are still important as ever.

Let’s start the conversation

Employers should strive to create a relaxed and safe environment that will hopefully allow for a meaningful conversation. The key is for employers to listen. Employees need to feel comfortable enough to share positive and negative feedback and know it will be heard without consequence.

In an effective stay interview, managers ask predetermined and structured questions in a casual and communicative manner. The conversation should be simple and a two-way conversation. Employers should review feedback, identify any issues, look for opportunities for improvement and provide feedback to employees. Be transparent on your plan for improvement - employees want to know that steps are being taken to address any concerns. In an effort to retain top talent, stay interviews should become a priority. This feedback allows organizations to see where they are doing well and how they can do better.

> Diana Banaszynski

Events & Education Coordinator & HR Advisor, IIAW