How To Conduct A Stay Interview To Keep Your Best And Brightest Employees
Disengagement remains a fact of work for more than half of America's workers, according to the experts at Gallup. And, with unemployment rates dropping and the economy continually improving, reducing turnover should be a priority for business leaders.
So, there's no better time then now for the new book, The Stay Interview, A Manager's Guide to Keeping the Best and the Brightest.
Stay interviews are periodic, private, one-on-one meetings between direct supervisors and employees, both newly-hired and long-timers.
The interviews shed light on any possible problems while there's still time for you to address them.
They have the sole purpose of encouraging people to talk about themselves and what makes them happy. They:
- Reinforce good relationships
- Forge new relationships
- Help repair relationships that are strained
Most important, stay interviews are the ticket to trust-building because they are delivered from the heart.
In too many companies, "They are the missing link between managers and employees," says author Richard P. Finnegan.
In his book, Finnegan shows you how to:
- prepare to conduct stay interviews
- anticipate your employee's top issues
- establish trust
- manage the exchange
- respond to difficult questions
- predict potential exits
- avoid the 13 stay interview traps
Conducted correctly, a stay interview will help a leader/manager learn what employees:
- look forward to when coming to work
- are learning at work
If conducting a stay interview is new to you, Finnegan recommends that you:
- not fear the responses you'll receive from your employees
- don't redirect the interview to a performance management discussion
- become defensive
The book also includes helpful sample scripts for different situations.
Finnegan is the CEO of C-Suite Analytics, a consultancy specializing in engagement and retention solutions.
Thanks to the book publisher for sending me an advance copy of the book.