Stay interviews are an important means of re-recruiting your workforce – because what attracted your employees is often different from what will keep them. Stay interviews tend to improve engagement and productivity - as well as retention. In this webinar, you will learn how to prepare for, conduct & follow through on stay interviews.

Key Take Away:

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. To know how to encourage employees to stay, we have to ask – only they know. Exit Interviews are too late.

Why Should You Attend:

Turnover today is rampant because employees can be choosy with:

The lowest unemployment rate in years for the first time ever 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 consideringnew employment opportunities the average tenure for employees in their 20’s being less than18 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 and 25% lower turnover in high-turnover organizations

Course Outline:

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

Why 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

What You Get:

• Training Materials

• Live Q&A Session with our Expert

• Participation Certificate

• Access to Signup Community (Optional)

• Reward Points

Who Will Benefit:

• Human Resource Managers / Directors/Administrators

• Chief Learning Officer, Chief Operations Officer

• Staff /Line/ Project Managers 

• Supervisors /Team Leaders

• Business Owners, CEO’s, Executive Management