All About Stay Interviews Human resource professionals know that in an exit interview, most likely the employee won’t change their minds about leaving. From time to time, H.R. would be thinking about what would have happened if they knew about the situation and would have prevented the employee from leaving. 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. At times, these managers could be part of the problem. 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. The employee will engage with you and there will be more chances of them staying in the organization. When employees are being well taken care of and their needs are met, they would tend to stay longer in the company. People have wanted the same things for a long time. Most people prefer to have a stimulating job that challenges them. They would also want growth in their career as well as development. They also strive to have good relationships with people they work with.
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The proactive approach of asking employees what they want while they are still working for you is the best method to do. Stay interviews can help you determine how an employees progress is going, their relationships with others, and general issues they may have. With the performance review process, this can be achieved. You will be able to determine the culture in your organization as well as employee needs.
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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. Figure out what classification of employees you are having a problem retaining. Determine if the people who are leaving have stayed for no longer than fiver years. Determine if the employees leaving are from different or the same departments. You would need to put some corrections in place if most employees leaving come from similar organizational areas in your company. On the other hand, find out if there are departments that tend to keep good employees more than others. Determine what is going on in these departments and try to follow their good practices. If there needs to be a change in leadership styles or work environment, it is worth it to make this update.
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