Have you ever conducted a stay interview? It’s kind of like a customer retention strategy — but for employees. A stay interview is a structured, one-on-one conversation that allows you to check in with your employees. David Grossman, the founder and CEO of The Grossman Group, says most people aren’t leaving their jobs primarily for higher pay. Instead, many depart because they feel unappreciated or misaligned with the organization’s mission and values.
Sitting down with each employee to learn how they feel about their jobs can make a huge difference. In this issue of PromoPro Daily, we share Grossman’s guidance for getting the most out of your stay interviews.
Explain the purpose of the meeting. Your staff members should know you’re sincere about wanting to hear their thoughts. They should know this isn’t a performance evaluation, but an open discussion.
Set a casual tone. This can help establish trust, Grossman says. Show through your body language and demeanor that you want to support them however you can. Listen more than you speak and keep the focus on the employee.
Give space between the interview and performance review. Grossman recommends scheduling stay interviews several months apart from performance reviews so the two discussions remain totally separate.
Keep them short. Aim for stay interviews to be about 30 minutes. Grossman suggests giving your team members a heads up so they know it won’t take too much of their time.
Schedule stay interviews twice a year. This could always change, Grossman says, depending on your team’s size and your company’s needs. But twice annually is a good place to start.
Ask several open-ended questions. Remember, you only have about 30 minutes with each employee. Make the most of this time by asking questions that prompt staff members to share their honest feelings.
Recap what was shared. Give a quick summary of what you discussed in the stay interview. Grossman says employees should know that the conversation doesn’t need to end if additional needs arise.
Look for trends. After you’ve conducted stay interviews with your team, see if you spot any collective concerns and then take the appropriate actions to address the issues.
Conducting stay interviews is a simple but effective way to show your employees you care. If you haven’t checked in with your team members recently, set aside time for these important conversations.
Compiled by Audrey Sellers
Source: David Grossman is the founder and CEO of The Grossman Group. He’s a member of the Forbes Communication Council and the Arthur W. Page Society.
