stay interviews are used by most of the companies as compared to exit interviews as it helps in improving the organization's growth
just wanted to know whether or not employees are supportive in stay interviews
From India, Delhi
3just wanted to know whether or not employees are supportive in stay interviews
From India, Delhi
Hi
I think employee would be supportive i Stay Interviews, if it is handled better and with care.
Below is details of the Stay Interview and exit Interviews:
Worried a key member of your team could leave? Hold a stay interview and hope you’ll never need to do an exit interview.
Stay interviews can help head off an employee’s decision to quit a job. By holding a one-on-one meeting with your employee, you can explore their feelings about their position and uncover what might make them stay. You can use a stay interview with a disgruntled employee – but a stay interview can also help you keep on top of the needs of a seemingly happy employee. In fact, a stay interview may aid in preventing that employee from ever becoming disgruntled.
Take your prize employee to a neutral setting, like a coffee shop or restaurant. Take some time to get to know them better. Then ask questions about how they feel about their job and career path.
Stay interview questions could include:
What do you like about your work?
What would keep you here?
What makes for a great day at work?
What do you want to learn this year?
Is there anything you’d like to change about your job?
How about your team or department?
Am I using your talents? Fully?
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 do you like?
Don’t be afraid of what your employee might say. Sure, you can’t always meet your employee’s requests. But you can validate their feelings, express your support and assure them you’ll do what you can to explore options. Avoid saying you can’t meet their needs in your initial meeting – for some employees, that’s enough to prompt a job search. Instead, commit to reviewing their feedback and give them a timeline for further discussion. Sometimes, just listening and working to discover solutions are what your employee really needs.
Exit interviews can be just as important as the interviews you conducted when you hired an employee. When an employee leaves your organization, it’s important to get feedback on their experience. In most cases, a member of the human resources department carries out the interview.
Purpose
During an exit interview, you ask your former employee for their feedback on your organization, their experience and reasons for leaving. Sometimes, you can even help resolve issues, leading the employee to stay. In any case, an exit interview provides a learning opportunity for your organization and may help you to make changes that result in improved employee retention.
The benefits of an exit interview include:
Understanding what made an employee leave and what would have made them stay
Discovering unsatisfying aspects of their job
Weighing the importance of salary and benefits versus other job factors
Gathering input about how other employees could be retained
Gaining insights about the employee’s manager and co-workers
Format
Most exit interviews take place in person. But these meetings are voluntary – you can’t force a former employee to take part. Some employees prefer to fill out a survey instead. If they consent, you may be able to discuss the survey with them after.
Follow-up
Where possible, document and review your findings. Set aside time to analyze this information and, if appropriate, transfer this new knowledge into improved programs and processes. An exit interview means the end of one employee relationship, but it’s a great opportunity to turn around relationships with existing and incoming staff.
Regards
Julie
From India, Hyderabad
I think employee would be supportive i Stay Interviews, if it is handled better and with care.
Below is details of the Stay Interview and exit Interviews:
Worried a key member of your team could leave? Hold a stay interview and hope you’ll never need to do an exit interview.
Stay interviews can help head off an employee’s decision to quit a job. By holding a one-on-one meeting with your employee, you can explore their feelings about their position and uncover what might make them stay. You can use a stay interview with a disgruntled employee – but a stay interview can also help you keep on top of the needs of a seemingly happy employee. In fact, a stay interview may aid in preventing that employee from ever becoming disgruntled.
Take your prize employee to a neutral setting, like a coffee shop or restaurant. Take some time to get to know them better. Then ask questions about how they feel about their job and career path.
Stay interview questions could include:
What do you like about your work?
What would keep you here?
What makes for a great day at work?
What do you want to learn this year?
Is there anything you’d like to change about your job?
How about your team or department?
Am I using your talents? Fully?
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 do you like?
Don’t be afraid of what your employee might say. Sure, you can’t always meet your employee’s requests. But you can validate their feelings, express your support and assure them you’ll do what you can to explore options. Avoid saying you can’t meet their needs in your initial meeting – for some employees, that’s enough to prompt a job search. Instead, commit to reviewing their feedback and give them a timeline for further discussion. Sometimes, just listening and working to discover solutions are what your employee really needs.
Exit interviews can be just as important as the interviews you conducted when you hired an employee. When an employee leaves your organization, it’s important to get feedback on their experience. In most cases, a member of the human resources department carries out the interview.
Purpose
During an exit interview, you ask your former employee for their feedback on your organization, their experience and reasons for leaving. Sometimes, you can even help resolve issues, leading the employee to stay. In any case, an exit interview provides a learning opportunity for your organization and may help you to make changes that result in improved employee retention.
The benefits of an exit interview include:
Understanding what made an employee leave and what would have made them stay
Discovering unsatisfying aspects of their job
Weighing the importance of salary and benefits versus other job factors
Gathering input about how other employees could be retained
Gaining insights about the employee’s manager and co-workers
Format
Most exit interviews take place in person. But these meetings are voluntary – you can’t force a former employee to take part. Some employees prefer to fill out a survey instead. If they consent, you may be able to discuss the survey with them after.
Follow-up
Where possible, document and review your findings. Set aside time to analyze this information and, if appropriate, transfer this new knowledge into improved programs and processes. An exit interview means the end of one employee relationship, but it’s a great opportunity to turn around relationships with existing and incoming staff.
Regards
Julie
From India, Hyderabad
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STAY INTERVIEW VS EXIT INTERVIEW.doc