Stay interviews are integral to the success of any organization; they are effective for employee retention.
To that end, our stay interview specialists have compiled a list of the most important questions that should be included in a stay interview.
What is a stay interview?
A stay interview is a process in which an employer conducts interviews with current employees in order to understand why they choose to remain with the company, and what factors contribute to their job satisfaction and engagement.
The goal of a stay interview is to identify the reasons why employees are motivated to stay with the company, and to use this information to develop strategies for retaining top talent. Stay interviews may be conducted on an individual basis or in small groups, and typically include questions about the employee’s job satisfaction, engagement, and perceptions of the company’s culture and management.
The results of stay interviews can be used to identify areas of strength and weakness in the company, and to develop targeted strategies for improving employee engagement and retention. Additionally, stay interviews can also help employers to understand the drivers of employee turnover and to develop proactive strategies to address these issues.
Steps to follow to conduct a successful stay interview exercise
Conducting a stay interview in your company can be a valuable way to gather information about employee engagement, job satisfaction, and the factors that contribute to employee retention. Here are some steps you can take to conduct a stay interview:
1. Define the purpose and goals of the stay interview
Before conducting the interview, it’s important to have a clear understanding of what you hope to achieve. This will help you to develop a set of questions that are relevant and meaningful.
2. Select employees to interview
Choose a representative sample of employees from different departments and levels within the organization.
3. Prepare a list of questions
Create a list of questions that will help you to understand employee’s job satisfaction, engagement, and perceptions of the company’s culture and management.
4. Conduct the interview
Schedule the interview at a time that is convenient for the employee. During the interview, make sure to create a comfortable and non-threatening environment.
5. Analyze the data
After conducting the interviews, review the responses and identify common themes. Look for patterns in the data that can help you understand what factors contribute to employee engagement and retention.
6. Develop a plan of action
Based on the information you’ve gathered, develop a plan of action to address any issues or areas of improvement. This could include making changes to company policies, offering additional training or development opportunities, or creating new incentives to retain top talent.
7. Communicate the results
Share the results of the stay interviews with your employees and let them know what steps the company is taking to address any issues that were identified. This will help to build trust and engagement with your employees.
It’s also important to note that stay interviews should be conducted on a regular basis, not just once. This allows you to have a better understanding of the employee’s perception of the company and make necessary adjustments to retain them.
If done correctly, stay interview are incredibly helpful. Check out our blog on how can stay interviews help your company.
25 Questions to ask in a stay interview
Here’s the list of questions that you should include in a stay interview
- Why did you choose to work for this company?
- What do you enjoy most about your job?
- What do you find most challenging about your job?
- How would you describe the company’s culture?
- How would you rate your job satisfaction?
- How do you feel about your career development opportunities within the company?
- How do you feel about the company’s leadership and management?
- How do you feel about the company’s direction and future?
- Are there any changes you would like to see in the company?
- How do you feel about the company’s communication and transparency?
- How do you feel about the company’s policies and procedures?
- Are there any benefits or perks that you think the company should offer?
- How do you feel about the company’s work-life balance?
- Are there any issues or problems that you have encountered in your job?
- How do you feel about the company’s recognition and reward program?
- How do you feel about the company’s technology and resources?
- How do you feel about the company’s approach to customer service?
- How do you feel about the company’s approach to diversity and inclusion?
- How do you feel about the company’s approach to safety and well-being?
- How do you feel about the company’s approach to environmental responsibility?
- How do you feel about the company’s approach to community involvement?
- How do you feel about the company’s approach to innovation and creativity?
- How do you feel about the company’s approach to teamwork and collaboration?
- Are there any other factors that influence your decision to stay with the company?
- Are there any other comments or suggestions you would like to make about your experience with the company?
It is important to note that these are just examples of questions you can use, you can tailor them to fit your company’s needs and objectives. Additionally, open-ended questions that allow employees to express themselves freely will give you more insights into how they feel.
Stay interviews can be conducted in a private and comfortable setting, such as an office or conference room. It’s important to ensure the location is quiet and free from distractions to ensure a productive conversation. It’s also important to ensure that the location is comfortable for the employee.
Stay interviews should be conducted regularly, not just once, to have a better understanding of employee’s perception of the company and make necessary adjustments to retain them.
Some companies conduct stay interviews on a yearly basis, while others conduct it on a quarterly or semi-annual basis. It’s important to find a schedule that works best for your company. Additionally, stay interviews can be done when you notice an employee is disengaged, or when you have a high turnover rate.
Stay interviews are typically conducted by managers, supervisors, or human resources representatives.
The person conducting the interview should be someone the employee feels comfortable speaking with, and who has the ability to make changes within the organization.
It’s also important that the interviewer is trained on how to conduct the interview and how to interpret the results. Additionally, it’s recommended that the interviewer is not the immediate supervisor of the employee being interviewed to avoid any potential bias.
If you’re looking to conduct professional stay interviews in your organization, you can reach out to us