May/June 2010
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GET-HR
Over the past year the economy has been tough. During times like these your employees are more likely to stick with you – but once the economy starts to turn around – look out! Are there key members of your team that could leave? Hold a stay interview and hope you’ll never need to do an exit interview. The most positive and proactive approach to finding out what people want is to ask them while they are still there. Stay interviews are a great tool to have regular discussion meetings to chart progress on your relationship, development, the work, the work environment and how things are going in general. Stay interviews can help head off an employee’s decision to quit a job. By holding a one-on-one meeting with your employee, you can explore their feelings about their position and uncover what might make them stay. You can use a stay interview with a disgruntled employee – but a stay interview can also help you keep on top of the needs of a seemingly happy employee. In fact, a stay interview may aid in preventing that employee from ever becoming disgruntled. Take some time to get to know them better. Then ask questions about how they feel about their job and career path. Stay interview questions could include:
Don't save your best employee conversations for an exit interview. Have those conversations on an ongoing basis. Ask now what would get them to stay and put these things in place. Help your employees to feel cared about, valued and important. Help your organization to foster loyalty and commitment to you and the organization. This is a necessary part of your retention strategy. For more information on GET-HR initiatives contact Sherry Scott, Chair of GET-HR by email at sscott@suttonplace.com or by phone at (780) 428 7111.
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