"A stay interview is a kind of an interview/ discussion/feedback mechanism used by many companies to understand the aspirations, problems faced at work and expectations of the employees,". The old school of thought believes that the best employee conversations are preserved to be during exit interviews
One may ask, why subject employees to yet another form of interview once they have been hired? Yet, stay interviews are not structured like the typical interview, assuming the form of an easygoing discussion. "The old school of thought believes that the best employee conversations are preserved to be during exit interviews. Instead forward-looking organisations uses a stay interview on a on-going basis (either through the PMS exercise or otherwise) to find out ‘what would make them stay' and then make necessary efforts to put those required things in place,"
Doing it right
The most important thing to keep in mind while conducting stay interviews is to ensure that the employee feels free enough to air his deepest concerns, without worrying about it affecting his prospects at the job. Of course, basic etiquette would have to be followed on both sides of the table. The motive should be to foster a healthy discussion of how things can be improved. There is another name for stay interviews. That is ‘attention' interviews. Over a course of time, It is found that all a disgruntled employee needs is to be heard. By conducting stay interviews, the employees are provided with the platform to speak.
Below mentioned are few sample questions for stay interviews:
What are the things you like about your work?
What do you like best/least?
What makes for a great day at work?
What is it that keeps you motivated?
What is something new you would like to learn this year?
What can we do differently to best assist you?
Is there anything you'd like to change about your job?
Are there things you would like to change about your team or department?
Has something caused you to consider leaving? Has it been resolved?
What's your dream job, and what can we do to support your progress toward it?
What is one thing that would make your job more satisfying and rewarding?
Do you feel supported in your career goals?
Do you feel we recognize you?
What kind of recognition would be meaningful for you?
Stay interviews are thus one of the most effective instruments in the HR department's arsenal when it comes to retaining happy employees.
Source : Ankita Shreeram & Sudip Bandyopadhyay
From India, Bangalore
477One may ask, why subject employees to yet another form of interview once they have been hired? Yet, stay interviews are not structured like the typical interview, assuming the form of an easygoing discussion. "The old school of thought believes that the best employee conversations are preserved to be during exit interviews. Instead forward-looking organisations uses a stay interview on a on-going basis (either through the PMS exercise or otherwise) to find out ‘what would make them stay' and then make necessary efforts to put those required things in place,"
Doing it right
The most important thing to keep in mind while conducting stay interviews is to ensure that the employee feels free enough to air his deepest concerns, without worrying about it affecting his prospects at the job. Of course, basic etiquette would have to be followed on both sides of the table. The motive should be to foster a healthy discussion of how things can be improved. There is another name for stay interviews. That is ‘attention' interviews. Over a course of time, It is found that all a disgruntled employee needs is to be heard. By conducting stay interviews, the employees are provided with the platform to speak.
Below mentioned are few sample questions for stay interviews:
What are the things you like about your work?
What do you like best/least?
What makes for a great day at work?
What is it that keeps you motivated?
What is something new you would like to learn this year?
What can we do differently to best assist you?
Is there anything you'd like to change about your job?
Are there things you would like to change about your team or department?
Has something caused you to consider leaving? Has it been resolved?
What's your dream job, and what can we do to support your progress toward it?
What is one thing that would make your job more satisfying and rewarding?
Do you feel supported in your career goals?
Do you feel we recognize you?
What kind of recognition would be meaningful for you?
Stay interviews are thus one of the most effective instruments in the HR department's arsenal when it comes to retaining happy employees.
Source : Ankita Shreeram & Sudip Bandyopadhyay
From India, Bangalore
Hello Mr Mahesh,
It is a very interesting set of questions.
If a person honestly answers, then it will be an excellent realistic feedback.
V.Raghunathan..................................... ......................... Navi Mumbai
From India
It is a very interesting set of questions.
If a person honestly answers, then it will be an excellent realistic feedback.
V.Raghunathan..................................... ......................... Navi Mumbai
From India
Dear Mr. Mahesh,
Thanks for sharing such a good information. Would be glad, if you could share the below details also, if Stay Interviews is being practised in your organization, or your reference group:
a. How to ensure that the confidentiality of the interview is mentioned?
b. The questions are very specific and to the point and how to ensure the genunity of the feedback given by the individual?
c. Challenges faced during the implementation?
Regards,
Ashoka.
From India, Tirupati
Thanks for sharing such a good information. Would be glad, if you could share the below details also, if Stay Interviews is being practised in your organization, or your reference group:
a. How to ensure that the confidentiality of the interview is mentioned?
b. The questions are very specific and to the point and how to ensure the genunity of the feedback given by the individual?
c. Challenges faced during the implementation?
Regards,
Ashoka.
From India, Tirupati
Hi Ashoka,
Confidentiality of the interview is not an issue, it is only the job security which matters, if a negative feedback reaches the employees immediate manager or whom so ever he/she is not comfortable with. Many organizations now has Escalation matrix and Whistleblower Policy which when supported by the management becomes acceptable terms among employees.
The main challenge in this process is, how well the employee accept the process in regards to confidentiality and action item against the issues faced by an employee. However things are changing among the industries in regards to employee satisfaction, when compared to the earlier period.
From India, Bangalore
Confidentiality of the interview is not an issue, it is only the job security which matters, if a negative feedback reaches the employees immediate manager or whom so ever he/she is not comfortable with. Many organizations now has Escalation matrix and Whistleblower Policy which when supported by the management becomes acceptable terms among employees.
The main challenge in this process is, how well the employee accept the process in regards to confidentiality and action item against the issues faced by an employee. However things are changing among the industries in regards to employee satisfaction, when compared to the earlier period.
From India, Bangalore
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