Improving Employee Retention & Engagement Through Stay Interviews : A Business Case for Retaining Your Talent
Are You Still Relying on Exit Interviews to Retain Your Top Performers? – Sorry, You are Too Late!
Instructor :
Pete Tosh
Webinar ID:
12943
Date: 19 February 24, MON
Start Time: 10 am PT
Duration: 1 Hr.
What you will learn
- The Objective of A Stay Interview: 3 Key Objectives
- What Stay Interviews Are: Means to Learn Why Employees Stay and Might Leave
- What Stay Interviews Are Not: 4 Key Pitfalls to Avoid
- Initiating a Stay Interview Program: Who Should Conduct and Set Retention Goals..
- The Objective of A Stay Interview: 3 Key Objectives
- What Stay Interviews Are: Means to Learn Why Employees Stay and Might Leave
- What Stay Interviews Are Not: 4 Key Pitfalls to Avoid
- Initiating a Stay Interview Program: Who Should Conduct and Set Retention Goals
- Scheduling & Conducting Stay Interviews: Frequency, Duration, and Questions to Ask
- Following Through on Your Stay Interviews: Creating & Documenting Action Plans
- How to Forecast Future Turnover and so much more…
Course Description
Stay interviews are an essential means of re-recruiting your workforce – because what attracts your employees often differs from what will keep them.
Stay interviews tend to improve engagement and productivity – as well as retention. To know how to encourage employees to stay, we have to ask – only they know. Exit Interviews are too late!
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.
In this webinar, Pete Tosh, a management consultant and an author, will teach participants how to prepare for, conduct & follow through on stay interviews.
Join Now!
Stay interviews are an essential means of re-recruiting your workforce – because what attracts your employees often differs from what will keep them.
Stay interviews tend to improve engagement and productivity – as well as retention. To know how to encourage employees to stay, we have to ask – only they know. Exit Interviews are too late!
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.
In this webinar, Pete Tosh, a management consultant and an author, will teach participants how to prepare for, conduct & follow through on stay interviews.
Join Now!
Why you should attend
Turnover today is rampant because employees can be choosy with:
- The lowest unemployment rate in 48 years
- For the first time in the U.S., there are more job openings than eligible candidates
- Over half of U.S. employees say 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, often over $200,000
However, engaged employees, when compared to unengaged employees, have:
- 65% less turnover in low-turnover organizations
- 25% lower turnover in high-turnover organizations
Discover the incredible impact of stay interviews in retaining your top talent. Uncover the underlying reasons why employees choose to leave and learn effective strategies to mitigate those factors.
Gain insights into their aspirations, concerns, and motivations, and build a culture that fosters loyalty, commitment, and growth
Enroll Now!
Turnover today is rampant because employees can be choosy with:
- The lowest unemployment rate in 48 years
- For the first time in the U.S., there are more job openings than eligible candidates
- Over half of U.S. employees say 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, often over $200,000
However, engaged employees, when compared to unengaged employees, have:
- 65% less turnover in low-turnover organizations
- 25% lower turnover in high-turnover organizations
Discover the incredible impact of stay interviews in retaining your top talent. Uncover the underlying reasons why employees choose to leave and learn effective strategies to mitigate those factors.
Gain insights into their aspirations, concerns, and motivations, and build a culture that fosters loyalty, commitment, and growth
Enroll Now!
Areas Covered
The Objective of a Stay Interview
- 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
What 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
BONUS:
- PDF copy of the presentation handout for your future reference.
- Soft copy of the certificate of completion on request.
The Objective of a Stay Interview
- 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
What 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
BONUS:
- PDF copy of the presentation handout for your future reference.
- Soft copy of the certificate of completion on request.
Who is this course for
Everybody benefits from watching this. Even better when done as a group!
- CEOs
- Business Owners
- HR Managers
- HR Directors
- People Operations Managers
- Talent Acquisition Managers
- Team Leaders
- Managers
- Organizational Development Professionals
Everybody benefits from watching this. Even better when done as a group!
- CEOs
- Business Owners
- HR Managers
- HR Directors
- People Operations Managers
- Talent Acquisition Managers
- Team Leaders
- Managers
- Organizational Development Professionals
Instructor Profile
Pete Tosh is Founder of The Focus Group, a management consulting and training firm that assists organizations in sustaining profitable growth through four core disciplines:
- Maximizing Leadership Effectiveness
- Strategic Planning
- Implementing Strategic HR Initiatives
- 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.
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 Master’s degrees in both Business Administration and Industrial Psychology from Virginia Commonwealth University.
