Our work environments are changing like never before. What was commonplace five years ago is already outdated and inefficient. The same is true for HR professionals. There is a very real need for change when it comes to HR in 2016. Candidates are calling the shots over employers in today’s job market, and with employees quitting at one of the most alarming rates in years, the real focus this year needs to be conducting “stay” interviews with current employees -- in order to prevent the much less desirable exit interviews.
I am really impressed with the idea of stay interviews. Businesses move so fast and workweeks can be so overwhelming for most business leaders. Months fly by before most employers take the time to stop and truly check in on the health of their employees outside of annual reviews. Many employees are afraid or unwilling to speak up about their concerns unless directly prompted. Scheduled stay interviews will allow employees a platform to speak more candidly and feel more valued.
It is important you make stay interviews separate from your traditional reviews with managers. HR, indirect management, or even third parties could conduct these stay interviews on a quarterly or semi-annual basis to get a temperature check on how employees are really feeling about their jobs and about your company.
I highly encourage you to conduct these stay interviews, and when doing so, consider these questions to gauge the engagement of your employees:
"Do you feel that your job is turning out to be what you signed up for?"
"How does our company culture compare to companies you have worked for in the past or to other companies you admire?"
"Where do you want to be in one, five, or ten years, and how can we get you there?"
"What tools can we provide you that will help you to be more successful in your role?"
"Do you feel challenged by the work you are doing?"
"What processes can we improve to make your job better?"
"Do you feel that you are a part of a company that is making an impact, and is what we do fulfilling to you?"
These stay interview questions may already come up in annual reviews, but with the climate of the job market changing to become more and more competitive, employers can no longer afford to wait a year to sit down and have honest conversations with employees. Disgruntled employees can easily turn to job boards, recruiters, or potentially harm employee morale if not properly looked after. HR teams and business leaders need to step it up to protect and retain top talent.
Overall, stay interviews can be a fabulous catalyst for employee performance and the improvement of your business. Employees know your business from the inside out, so why not take the time to learn from their feelings and recommendations. Building stay interviews into your organization may not only do wonders for your employee engagement and retention, but also may create better processes and infuse new ideas into your business for the future.
