Description:

Stay interviews are an important means of re-recruiting your workforce – because what attracted your employees is often different from what will keep them. Stay interviews tend to improve engagement and productivity – as well as retention. In this webinar you will learn how to prepare for, conduct & follow through on stay interviews.

Session Objectives

• Making employees feel valued & improving engagement, productivity & retention
• Reinforcing good relationships, forging new ones & helping repair those that are strained
• Re-recruiting talent, causing employees to feel valued & enhancing the relationship between an employee & his/her manager

Session Highlights:

• Making employees feel valued & improving engagement, productivity & retention
• Reinforcing good relationships, forging new ones & helping repair those that are strained
• Re-recruiting talent, causing employees to feel valued & enhancing the relationship between an employee & his/her manager

What Stay Interviews Are

• Employee/supervisor meetings to uncover what is important to each employee
• Means of learning why employees stay, might leave & what their supervisor can do to improve their work experience

Why Stay Interviews Are Not

• Performance appraisals
• Conducted only when problems arise
• Personal development
• Causal, random discussions

Initiating a Stay Interview Program

• Who should conduct the interviews & why
• Training managers & leaders
• Setting retention goals

Scheduling & Conducting Stay Interviews

• Frequency & length of each interview
• Preparing for an interview
• The most effective stay interview questions
• How to probe for candid responses
• Handling employee responses for which you don’t have an immediate answer

Following Through on Your Stay Interviews

• Creating & documenting action plans
• Sharing accountability for the follow through
• Following up on the action plans
• Forecasting future turnover

Why Should You Attend:

Turnover today is rampant because employees can be choosy with:

• The lowest unemployment rate in 48 years
• For the first time ever in the U.S., there are more job openings than eligible candidates
• Over half of U.S. employees saying it is ‘somewhat likely’ or ‘very likely’ they can find a job as good as the one they have
• 50% of employees & 60% of millennials considering new employment opportunities
• The average tenure for employees in their 20’s being less than 18 months

And turnover is expensive with the cost of replacing a:

• $10/hour employee over $3,000
• $30-$50,000 job over $8,000
• Replacing a $100,000 job often over $200,000

However, engaged employees when compared to unengaged employees have:

• 65% less turnover in low-turnover organizations
• 25% less turnover in high-turnover organizations

Key Take Away:

It is easy to make the business case for retaining your organization’s talent because turnover is both rampant & expensive.

And to make matters worse – the most talented employees:

• Have more opportunities available to them
• Are the most expensive to replace
• Are the quickest to leave if they are unengaged
• May take top performers with them
• May take customers with them

Stay Interviews have become a very popular and effective means of reducing turnover with supervisors meeting individually with their direct reports to learn why they are staying or might leave – and what the supervisor can do to improve each employee’s work experience. To know how to encourage employees to stay, we have to ask – only they know. Exit Interviews are too late.

Who Should Attend

• Any Leader
• Manager or Supervisor [HR, Production, Accounting, Sales, IT, etc.]
• who wants to increase employee engagement and/or retention

Speaker Profile

Pete Tosh is the Founder of The Focus Group, a management consulting and training firm that assists organizations in sustaining profitable growth through four core disciplines:

• Implementing Strategic HR Initiatives
• Maximizing Leadership Effectiveness
• Strategic Planning
• Enhancing Customer Loyalty

The Focus Group has provided these consulting and training services to manufacturing and service organizations across the U.S., Canada, Europe and the Middle East. Pete has worked closely with the leadership teams of organizations such as Exxon, Brinks, EMC, State Farm, Marriott, N.C.I. YKK and Freddie Mac.

Prior to founding his own firm 25 years ago, Pete had 15 years of corporate experience to include the V.P. of Human Resources and Quality.

Pete is co-author of Leading Your Organization to the Next Level: the Core Disciplines of Sustained Profitable Growth. Pete holds a B.A. degree in Psychology from Emory and Henry College and Masters degrees in both Business Administration and Industrial Psychology from Virginia Commonwealth University.