Work managers have a tough job of ensuring that employees are doing their best. They also have the obligation to offer them the best work environment and resources to make their work easier. They may implement an employee retention strategy or get an employee retention company to help.
Nevertheless, internally, one way to ensure that the employees are okay is to conduct stay interviews.
Stay interviews are more or less review conversations between managers and workers. They aim to find out if things are okay in the workspace and aim for better results after.
Here are some of the things that HR managers need to know about stay interviews:
Stay Interviews Are Aimed At Making Positive Changes
If your company agrees to undertake stay interviews, you, as the HR manager, should commit to making positive changes. Otherwise, it’s a frustrating experience for the personnel. When you make improvements, it lets the employees know that their comments and responses during their assessments have been heard.
The best manager is the direct Manager
Stay assessments should be conducted by the company’s direct manager in most circumstances to promote clear dialogue. The manager is the person who has the most direct influence on an employee’s day-to-day working environment. Staff from human resources can assist with challenging interviews.
You need to make Meaningful Inquiries
Begin your stay interview by asking pleasant, simple questions like “so what do you look forward to each day at work?” Ask bolder queries as the interview develops once the ice is broken. These are questions like:
- What motivates you to work here?
- How do you prefer to be identified?
- What can we do to help you more effectively?
- What would you do to make your job more enjoyable?
- If you could change one thing about working here, what would it be?
- Do you feel like you’re getting the most out of your current position?
Please Do Not Make It Long
A typical interview should last 15 to 30 minutes. And take notes if necessary during the meeting, but keep it conversational. Ensure that you have a template beforehand so that the meeting goes smoothly and faster. If you keep it short, you will be able to evaluate a couple of people in the office. And if it is not a big team, you may take a day or two to get the entire stay interviews done.
You’ll discover that a stay interview that is guided with questions provides the most relevant information over time.
Make Beneficial Changes Using The Information Gained
Managers should analyze the results, look for similarities across the company, and exchange ideas obtained from the workforce if your company decides to conduct stay interviews.
Debriefing enables the corporation to evaluate what needs to be done in specific areas and what can be handled more efficiently as a whole.
Make sure not to dismiss how employees feel about a person, unit, or department in the organization. You may disagree with the viewpoints mentioned, but the employees who participated in the interviews expressed their feelings and opinions that shouldn’t be ignored.
Arguing away replies, making excuses, or being defensive will sabotage your efforts to learn about employee happiness. After all, the aim is to expand a company that keeps its finest employees. The stay interview process will motivate staff as employees see their company respond to their complaints and wants.