Hello,
I work in the automobile dealership industry. As you may know, employee attrition has been a significant challenge for HR, and to retain employees, we need to implement various retention practices in the organization.
I would like to hear from HR professionals regarding "Stay Interviews":
- What types of questions can be asked? Objective type or others.
- Should it mainly focus on the job role? What else can be addressed, such as work stress, reporting manager, etc.?
- When is the right time to conduct a stay interview? During the probation period or after employment confirmation?
I am seeking more guidelines from all of you.
From India, Mangalore
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I work in the automobile dealership industry. As you may know, employee attrition has been a significant challenge for HR, and to retain employees, we need to implement various retention practices in the organization.
I would like to hear from HR professionals regarding "Stay Interviews":
- What types of questions can be asked? Objective type or others.
- Should it mainly focus on the job role? What else can be addressed, such as work stress, reporting manager, etc.?
- When is the right time to conduct a stay interview? During the probation period or after employment confirmation?
I am seeking more guidelines from all of you.
From India, Mangalore
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Dear Kirthi Raj Kotian,
It is difficult to provide a standard questionnaire for a stay interview. Business situations, management approaches, employee maturity levels, etc., vary from company to company. This practice, however, is better than exit interviews because the latter becomes more of a ritual rather than an exchange of facts. The stay interview is conducted with the intention of retaining talented and hardworking employees by understanding their expectations and desires.
Management must be willing to take it in good spirit with a follow-up action to fulfill the commitments made during the interview. A candidate may still choose to leave, and that cannot be avoided.
Regarding sample questions, please find some general questions below:
1. What are the five best practices that you find in your company?
2. In what ways are our competitors better than us?
3. Do you have enough opportunities to reach your full potential?
4. Does the growth path outlined for you satisfy you?
5. Is your work appreciated?
6. Are your suggestions acknowledged?
7. Do you learn something new each year in this job?
8. Would a change of department help you work better?
9. Are you open to taking on additional responsibilities?
10. What new skill sets can you acquire with management support?
Feel free to modify and create your own questions based on the above.
V. Raghunathan
From India
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1335It is difficult to provide a standard questionnaire for a stay interview. Business situations, management approaches, employee maturity levels, etc., vary from company to company. This practice, however, is better than exit interviews because the latter becomes more of a ritual rather than an exchange of facts. The stay interview is conducted with the intention of retaining talented and hardworking employees by understanding their expectations and desires.
Management must be willing to take it in good spirit with a follow-up action to fulfill the commitments made during the interview. A candidate may still choose to leave, and that cannot be avoided.
Regarding sample questions, please find some general questions below:
1. What are the five best practices that you find in your company?
2. In what ways are our competitors better than us?
3. Do you have enough opportunities to reach your full potential?
4. Does the growth path outlined for you satisfy you?
5. Is your work appreciated?
6. Are your suggestions acknowledged?
7. Do you learn something new each year in this job?
8. Would a change of department help you work better?
9. Are you open to taking on additional responsibilities?
10. What new skill sets can you acquire with management support?
Feel free to modify and create your own questions based on the above.
V. Raghunathan
From India
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Hi Keerthiraj,
You can learn much about Stay Interviews at our site, C-Suite Analytics. I've written "The Power of Stay Interviews," which is the top-selling book in SHRM history, and have now developed an online HR Stay Interview Expert Certification Program. All is represented on our site. Feel free to email me directly if you wish to discuss more at dfinnegan@c-suiteanalytics.com.
All readers should feel free to check our site and email me too. Take care.
From United States, Longwood
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You can learn much about Stay Interviews at our site, C-Suite Analytics. I've written "The Power of Stay Interviews," which is the top-selling book in SHRM history, and have now developed an online HR Stay Interview Expert Certification Program. All is represented on our site. Feel free to email me directly if you wish to discuss more at dfinnegan@c-suiteanalytics.com.
All readers should feel free to check our site and email me too. Take care.
From United States, Longwood
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Dear Keerithiraj,
You have asked questions to be asked in the stay interview, and Mr. Raghunathan has given a reply as well. In fact, it is not just a reply but he has also provided some questions. However, I would like to look at things from a different angle.
What is the percentage of attrition in your company? Is it more or less than the industry standard? Have you conducted any analysis of employee attrition? If yes, then on what parameters? What pattern did you observe in your analysis?
Do you work in the HR Department? Regardless of the department you work in, what is your personal observation on employee attrition? What HR practices, welfare practices, or employee-friendly practices are missing in your company? If something is missing, then what action have you taken to fill that gap?
Is it that you know the reasons for employee attrition very well but wanted to conduct the stay interview to get the employees' perspective?
If you have not conducted an analysis of employee attrition, you may do it now. Click the following link to refer to my previous reply on this matter: https://www.citehr.com/519562-employ...ml#post2211229
Employee attrition also depends on employee motivation. However, have you differentiated between "satisfiers and motivators"? If yes, then on what parameters?
Asking employees what makes them stay is fine, but HR can also take action without asking them directly. If the survey is taken anonymously, some individuals may speak the truth and write to you, "Hath ke kangan ko aarsi kyon?" The loose meaning of this Hindi proverb is "you don't need a mirror to see the beauty of a bracelet." Digesting replies of this nature can be challenging, so be cautious!
For further queries, feel free to contact me: [url="https://drive.google.com/file/d/0BwFZpLigNaA5TnVXck53a1RycU0/view?usp=sharing"]
Thanks,
Dinesh Divekar
From India, Bangalore
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You have asked questions to be asked in the stay interview, and Mr. Raghunathan has given a reply as well. In fact, it is not just a reply but he has also provided some questions. However, I would like to look at things from a different angle.
What is the percentage of attrition in your company? Is it more or less than the industry standard? Have you conducted any analysis of employee attrition? If yes, then on what parameters? What pattern did you observe in your analysis?
Do you work in the HR Department? Regardless of the department you work in, what is your personal observation on employee attrition? What HR practices, welfare practices, or employee-friendly practices are missing in your company? If something is missing, then what action have you taken to fill that gap?
Is it that you know the reasons for employee attrition very well but wanted to conduct the stay interview to get the employees' perspective?
If you have not conducted an analysis of employee attrition, you may do it now. Click the following link to refer to my previous reply on this matter: https://www.citehr.com/519562-employ...ml#post2211229
Employee attrition also depends on employee motivation. However, have you differentiated between "satisfiers and motivators"? If yes, then on what parameters?
Asking employees what makes them stay is fine, but HR can also take action without asking them directly. If the survey is taken anonymously, some individuals may speak the truth and write to you, "Hath ke kangan ko aarsi kyon?" The loose meaning of this Hindi proverb is "you don't need a mirror to see the beauty of a bracelet." Digesting replies of this nature can be challenging, so be cautious!
For further queries, feel free to contact me: [url="https://drive.google.com/file/d/0BwFZpLigNaA5TnVXck53a1RycU0/view?usp=sharing"]
Thanks,
Dinesh Divekar
From India, Bangalore
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