For many employers it is a common occurrence to conduct an exit interview on the resignation of an employee.
Although it may be helpful to the company in assessing the cause of the employee leaving the position, it is not a very effective tool of retention. The exit interview is seen as a post help solution to a problem, instead of a preventative solution. Why not have an interview type discussion with an employee while they are still invested in the company, before the thought of leaving even becomes a part of their mindset? This would be what is now called the ‘Stay Interview’. It is an assessment of the current status of the employee, both in their job satisfaction, overall happiness, and career path. This interview is not only helpful to the company, but it also instills confidence in the employees, and a bigger sense of inclusion in the company as a whole.
The Stay Interview: Good for 4 Very Important Reasons
1 – It’s Preventative
Investigating not only what would make an employee want to stay but what could also potentially cause them to consider leaving.
2 – It Motivates
Showing employees that you have a vested interest in them as a worker and as a person, and that you care about their wellbeing and their part on the team.
3 – It’s Positive
It reinforces the factors that are keeping employees in the work place.
4 – Employee Retention
It prevents employees seeking work elsewhere.
Resource: http://www.inc.com/ilan-mochari/stay-interviews.html
