The stay interview represents a great way to keep a top employee in your organization. This kind of meeting is different from a performance review or an exit interview. Instead, the focus of a stay interview is employee engagement and retention.
These meetings started because businesses were losing talented employees, who otherwise seemed happy in their jobs. But sometimes happy does not mean fulfilled and that causes some to look for greener pastures.
The funny thing is the reasons why employees leave, the things they wanted elsewhere, could have been available at their jobs. The problem was managers didn’t know changes were needed.
Doesn’t it make sense to start a dialogue about keeping these top performers engaged and fulfilled at work? For those of you who like structure, then you might find some good tips in this article about stay interviews. My process is slightly different, although both reach the same destination:
Stay Interview Part One
Ask the person, “What part of your job makes you excited to get out of bed?” It’s an open ended question.
If the person says, “Every day at 4:59 p.m.,” then you may have some problems. In most cases, you’ll find out what engages the employee at the highest level.
The answer may be different than the primary job function. That’s okay. There’s a chance a talented person might realize future success could be found in a different department. Better to have him or her cross the hallway than the street.
Stay Interview Part Two
After you’ve talked about the most engaging part of the job, ask, “How can we get you more of that feeling?” At this point, you’re just going to listen to the other person.
You want them to give you some ideas. They may have a perfect solution in mind but never tell you simply because you never ask.
This process may also expose some distractions or low priority, time consuming parts of the job that keep the person from doing what he or she likes best.
It’s okay to think big during this phase. It’s like you’re holding a magic wand and are about to grant a wish.
Stay Interview Part Three
This phase sees reality enter the room as you and the employee come up with a game plan to boost the most engaging moments of the position. Find a path to implementation. This doesn’t mean everything changes but can adjustments be made?
Keep in mind that the cost of replacing an employee is high and even making some modest accommodations can be enough to retain someone. The gesture matters.
The Bottom Line
Most employees know more about their jobs than you do. Together you may be able to find a solution to a problem you didn’t know existed and keep a talented employee. What do you have to lose?
Maybe it’s time to bring Ken Okel to your next meeting…
