Exit interviews have become common practice for most organisations. However, the frequency and effectiveness of these interviews can vary significantly, reports Oliver Sheer, managing director of Be Challenged. And while the exit interview has undeniable value and should remain part of your employee engagement mix, Olivia says there is one style of interview that is arguably the most powerful of them all – the stay interview…
A stay interview is a proactive management practice that involves one-on-one discussions with current team members to assess their job satisfaction, engagement and reasons for staying with the organisation. The primary goal of a stay interview is to identify and address potential issues, concerns, or opportunities for improvement to retain valuable talent and prevent turnover.
Stay interviews and their key features
- Proactive approach: Stay interviews are conducted while employees are still with the company, allowing employers to address concerns in real-time, rather than waiting for an exit interview.
- Open communication: Candid communication between team members and their managers or HR representatives enables them to share thoughts, feedback, and any issues they may be facing.
- Retention strategy: Stay interviews aim to identify the factors that contribute to employee satisfaction and engagement.
- Feedback and action: Employers use content from stay interviews to make necessary improvements in areas like work-life balance, career development, compensation, job roles, and workplace culture, ultimately enhancing the overall employee experience.
- Customised approach: Stay interviews are tailored to the unique needs and circumstances of each team members, ensuring a personalised and relevant discussion.
- Building trust: Regular stay interviews help strengthen the relationship between employees and their managers or HR representatives. Team members appreciate when their concerns are heard and addressed.
Challenges and considerations
While stay interviews offer numerous benefits, they are not without challenges. It is important to address potential issues such as resource intensity, consistency, trust, confidentiality and more. It is worth noting that a well-planned approach and ongoing commitment to improvement will help maximize the effectiveness of stay interviews.
It is also important you consider the role of stay interviews as part of your broader employee engagement plan. At Be Challenged, for example, we call these ‘connection plans’. While our clients’ connection plans map out rituals for connection within their organisations, they also focus on individual development, in which stay interviews play a crucial role.
Common stay interview questions:
- What do you enjoy most about your current role?
- What factors contribute to your job satisfaction?
- Are there any aspects of your job that you find unfulfilling?
- Do you have any career development goals or aspirations within the organisation?
- Are there any changes or improvements you would like to see in your role?
Exit interviews: The benefits
Some companies conduct them weekly or even daily, while others only hold them on rare occasions. Regardless of the timing, exit interviews have distinct benefits for both parties.
The employer:
- Gathering feedback
- Identifying patterns
- Improving retention
- Enhancing reputation
The employee:
- Closure
- Professional development
- Networking
- Contributing to change
