OVERVIEW
Stay interviews are an important
employee engagement and retention tool that serves as a means of re-recruiting
your workforce – because what attracted your employees is often different from
what will keep them. Stay interviews tend to improve engagement, productivity,
employee loyalty and commitment - as well as retention.
In this webinar you will learn how to
prepare for, conduct & follow through on stay interviews to improve
retention.
WHY SHOULD YOU
ATTEND
Turnover today is rampant because
employees can be choosy with:
• the lowest unemployment rate in 48
years
• for the first time ever in the U.S. there are more job openings than eligible
candidates
• over half of U.S. employees saying it is ‘somewhat likely’ or ‘very likely’
they can find a job as good as the one they have
• 50% of employees & 60% of millennials considering new employment
opportunities
• the average tenure for employees in their 20’s being less than 18 months
And turnover is expensive with the
cost of replacing a:
• $10-hour employee over $3,000
• $30-50,000 job over $8,000
• $100,000 often over $200,000
However, engaged employees when
compared to unengaged employees have:
• 65% less turnover in low-turnover
organizations
• and 25% lower turnover in high-turnover organizations
AREAS COVERED
The Objective of a Stay Interview
• Making employees feel valued &
improving engagement, productivity & retention
• Reinforcing good relationships, forging new ones & helping repair those
that are strained
• Re-recruiting talent, causing employees to feel valued & enhancing the
relationship between an employee & his/her manager
What Stay Interviews Are
• Employee/supervisor meetings to
uncover what is important to each employee
• Means of learning why employees stay, might leave & what their supervisor
can do to improve their work experience
• A tool to enhance employee loyalty and commitment
Why Stay Interviews Are Not
• Performance appraisals
• Conducted only when problems arise
• Personal development
• Causal, random discussions
Initiating a Stay Interview Program
• Who should conduct the interviews
& why
• Training managers & leaders
• Setting retention goals
Scheduling & Conducting Stay
Interviews
• Frequency & length of each
interview
• Preparing for an interview
• The most effective stay interview and employee retention questionnaire
• How to probe for candid responses
• Handling employee responses for which you don’t have an immediate answer
Following Through on Your Stay
Interviews
• Creating & documenting action
plans
• Sharing accountability for the follow through
• Following up on the action plans
• Forecasting future turnover
LEARNING
OBJECTIVES
It is easy to make the business case
for retaining your organization’s talent because turnover is both rampant &
expensive.
And to make matters worse – the most talented employees:
• Have more opportunities available
to them
• Are the most expensive to replace
• Are the quickest to leave if they are unengaged
• May take top performers with them
• May take customers with them
Stay Interviews have become a very
popular and effective means of reducing turnover with supervisors meeting
individually with their direct reports to learn why they are staying or might
leave - and what the supervisor can do to improve each employee's work
experience. To know how to encourage employees to stay, we have to ask what
only they know. Exit Interviews are too late.
WHO WILL
BENEFIT
Any Leader, Manager or Supervisor
[HR, Production, Accounting, Sales, IT, etc.] – who wants to increase employee
engagement and/or retention.
SPEAKER
Years of Experience: 25+
years
Areas of Expertise: Leadership
Development and HR Management
Pete Tosh is Founder of The Focus Group,
a management consulting and training firm that assists organizations in
sustaining profitable growth through four core disciplines:
- Implementing Strategic HR Initiatives
- Maximizing Leadership Effectiveness
- Strategic Planning
- Enhancing Customer Loyalty
The Focus Group has provided these
consulting and training services to manufacturing and service organizations
across the U.S., Canada, Europe and the Middle East. Pete has worked closely
with the leadership teams of organizations such as Exxon, Brinks, EMC, State
Farm, Marriott, N.C.I. and Freddie Mac.
Prior to founding his own firm 25
years ago, Pete had 15 years of experience — at the plant, divisional and
corporate levels — in Human Resource and Quality functions. Pete held
leadership positions — to include the V.P. of Human Resources and Quality —
with Allied Signal, Imperial Chemical Industries, Reynolds Metals, Charter
Medical and Access Integrated Networks.
Pete also frequently facilitates a
variety of leadership development programs for organizations such as the American
Management Association — including Strategic Planning, Moving from an
Operational Manager to a Strategic Leader, Strategic HR Management and
Utilizing HR Metrics. Employees from over 3,000 organizations have benefited
from Pete’s experience and perspective. Pete is co-author of Leading Your
Organization to the Next Level: the Core Disciplines of Sustained Profitable
Growth.
Pete holds a B.A. degree in
Psychology from Emory and Henry College and Masters degrees in both Business
Administration and Industrial Psychology from Virginia Commonwealth University.
To
Register (or) for more details please click on this below link:
https://bit.ly/2ShNHBj
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