You interview someone before hiring them and again when they
leave your company. But, have you ever thought about interviewing someone while
they’re still with your company? These types of meetings are called retention
or stay interviews.
They’re one-on-one discussions between you and each team
member to encourage them to continue working for you and to find out how they
feel about your business. They go hand-in-hand with employee satisfaction surveys
but help you figure out what’s going on at an individual level, instead of a
There are four strong reasons why you should consider conducting
It’s easier and cheaper to keep someone than hire a new worker, so you’ll be able to learn what you need to do to retain your existing workforce.
You’ll understand how to motivate your staff better. Each one of your team members has their own purposes and goals, and you won’t know what those are if you don’t ask.
How should you conduct stay interviews?
Try to have these conversations once a year and attempt to
schedule them all within a few weeks of each other. By holding them all around
the same time, you’ll be able to notice any patterns and put any necessary action
plans into place quickly.
When it’s time to start your stay interviews, don’t just
pull people into your office. Instead, schedule them in advance so your staff
takes them seriously and can prepare for them.
At the beginning of the actual interview, tell each employee
that their opinions and views are important. Then, tell them that you want to
learn more about why they like working for the company. That way, your team knows
that you’ll actually do something with what they tell you, and they’ll be
comfortable enough to tell you the truth. Then, consider asking them the
following 12 questions:
Can you tell me what you would need in order to do the best work of your life?
Have you felt frustrated or anxious about your current job position in the past year? What contributed to those feelings?
Why do you look forward to coming to work every day?
Why do you dread coming to work?
What kind of recognition do you want to receive that you’re not currently getting?
What professional growth opportunities would you like to have that go beyond your current position?
Each contributor on the Workful Editorial Team holds an advanced degree in business-related studies and/or communication and has written for other small business publications, including SmallBizDaily, HR.com, and Business.com. The information in this article is based on thorough research and has been edited for accuracy and timeliness by Workful’s Human Resources experts. While this blog is meant to inform and educate small business owners, it is not intended to provide legal, financial, accounting, or tax advice.