Stay Interviews and How To Retain Good Talent

Exit interviews done by human resource professionals are most likely to end up with the employee truly leaving the company. Sometimes, you would ask yourself if only you knew about the problems of the employees, you would rectify them and you wouldn’t lose them right now. It is better to replace exit interviews with stay interviews.

Most good organizations will have a good onboarding system and a continuing mentorship program for both new and old employees. The most common practice of organizations is that employee investment is only up to orientation but the success of the employee will be left up to the supervisor. The managers could also be part of the issue. The most common reason why people leave their companies is because of a clash between managers, co workers, or ethics. You can catch workplace problems beforehand and prevent an employee from leaving by asking them what they like about their jobs and other issues that may be affecting them. This will keep your employee engaged as well as encourage them to stay.

When employees are being well taken care of and their needs are met, they would tend to stay longer in the company. People’s wants and needs haven’t changed much over time. Employees want work that excites and challenges them. Employees what their career to grow and to learn new skills and develop themselves. They also aspire to have great relationships with great people in the workplace.
A 10-Point Plan for Programs (Without Being Overwhelmed)

A proactive and positive way of determining what people want is to inquire about it while they are still in the company. With stay interviews, you can find out how the employee is progressing, how their relationships are developing, and how things are going in general. This can be done through performance review process. This will be a big help for you to grasp your organizational culture and the needs of your employees.
What Do You Know About Companies

It is ideal to do this process with everyone and you can easily incorporate it with an appraisal process. Your demographics is a good thing to look at if the process is not practical for you. Find out what kind of employees are wanting to leave the organization. See if the employees that are leaving have been with you for a short period of time only. Do your research and gather information on what departments or areas do these employees come from. Is most of them belong in the same organizational unit, then you need to remedy the situation. Find out if there are areas in your organization that do well with keeping good employees. Determine what is going on in these departments and try to follow their good practices. At times, these changes in leadership and work environment can be well worth the effort.