Can stay interviews help the employee experience

These talks can help companies, especially those losing workers in the midst of the Great Resignation, retain their employees, a human resources director said.

A record 4.4 million American employees left their jobs in September, according to the Bureau of Labor Statistics. Unsurprisingly, the industries that lost the most workers were hit the hardest by the pandemic, such as retail, recreation and hospitality, as well as accommodation and food services. Considering that around 3% of employees nationwide have quit, some HR professionals believe there might not be a better time than now to conduct ‘maintenance interviews’.

Related: What ADP Research Says Fuels The Big Resignation

Amy zimmerman

“In the group of people I’m talking to, more and more people are on the bandwagon,” says Amy Zimmerman, director of human resources at Relay Payments, who works with carriers to streamline payments overall. supply chain and logistics industry, and also co-founder of PeopleCo, which helps companies develop a high performing and engaged workforce.

Maintenance interviews help managers understand why employees stay in their jobs and, just as important, what would make them leave. In a conversation of around 20 minutes, managers can casually ask traditional, structured questions that provide insight into what employees like and dislike about their job or organization, ranging from their role to responsibilities to people, policies or practices of the organization. Zimmerman says it’s a valuable and easy-to-facilitate tool, but using them requires HR managers to be “intentional to the goal and committed to the result.”

Although stay interviews have been conducted for years, she says some managers still haven’t heard of them while others have done them unknowingly. She explains that residence interviews can also be supplemented by surveys or engagement surveys, but not replaced.

Related: Is Virtual Reality HR Solution The Solution For Employee Engagement And Retention?

The biggest mistake HR professionals or managers can make, even more serious than never conducting on-site interviews, is making them but not following up on employee feedback. It would waste everyone’s time, Zimmerman said, adding that by taking action or pretending to care, they would lose credibility with their team.

She advises HR managers to empower managers by training them in the reasons why residence interviews are important, by explaining their overall objective and by defining how to conduct them effectively. Managers need to be genuinely interested and actively listen.

Zimmerman offers several sample questions:

  • What do you look forward to when you come to work every day?
  • What would make your job more satisfying?
  • What talents do you currently have that are not being used in your current role?

“Job interviews are a great opportunity to engage with your loved ones and show them that you care,” says Zimmerman. “Ultimately it’s about making sure your team members understand the value proposition and the impact they can have and your investment in building their careers. Stay interviews provide an incredible opportunity to motivate, engage and ultimately retain team members who might otherwise have checked out.

Carol Patton is editor-in-chief for EDH who also writes articles and columns on HR for business and education magazines. She can be reached at [email protected]

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