You know what’s a hot buzzword lately? Stay interviews. The stay interview is nothing new but it does seem to be gaining traction – at least as a topic for conference sessions and general chit chat amongst business leaders and HR folks; I myself have had 3 very different conversations within the last few weeks.
I reccently shared my thoughts with the folks over at Small Business Trends (go check it out) where we discussed both the purpose and the format of stay interviews and also tossed out some sample questions to ask employees when you’re trying to determine if they intend to hang out with you for a bit longer. Questions like:
- “What keeps you here?”
- “What do you like most about your job and work in our organization?”
- “What motivates you to do your best work, and how can I support you in that?”
- “What is it about working here that you wouldn’t miss if you went elsewhere?”
Should managers be having these conversations with employees on a regular basis? Of course they should. Do we have to turn everything into a formal HR process? Of course not. The thought of assigning yet another form or checklist to the oversight of the HR overlords makes my eyes twitch.
This resides firmly in the domain of people management…you know…with the managers. Maybe they could gather this information by, oh I don’t know, having actual human conversation with their staff? Amazing! What a novel concept!
I’m a fan of “stay interviews” (although I refuse to call them that); certainly much better than what most of us do now which is saving up these questions to ask Joe Employee when he’s already decided to “exit.”