A recent Harvard Business Review article ‘How to Keep Your Top Talent’ warns that 25% of your top talent plans to jump ship in the next year. It also found one in three admit to not putting all their effort into their jobs. This should be alarming to companies who believe that their competitiveness relies on the passion, drive and creative energy of their talented people. Many companies use exit interviews to find out why employees are leaving their jobs. Unfortunately, asking an employee on their last day “why are you leaving?” doesn’t provide useful information in time to prevent the turnover.
A superior approach is a “stay interview. ” because it occurs before there is any hint that an employee is about to exit the firm. A stay interview helps managers understand why employees stay so that those important factors can be reinforced. They also signal frustrations that can be nipped in the bud before they drive the employee to start looking elsewhere.
Agenda
The focus of this webinar is to help companies maximize your investment in your top talent as well as helps leaders enhance their effectiveness engaging and retaining their best workers. These seven points will be covered.- Identify five key factors that impact an employee’s desire to stay or leave
- Recognize four possible “triggers” that cause the employee to consider leaving
- Learn how to ask probing questions and conduct effective, efficient stay interviews
- Survey a list of eight retention actions to increase employee’s loyalty and commitment
- Review a sample of stay interview questions and develop your own customized list to ask
- Discover how to develop stay plans for your employees and manage accountability
- Develop a simple “how-to-toolkit” that includes who to select, how and when to approach; interview formant and how to handle possible resistance
