Apologies for the pun in the headline but I'm feeling optimistic and jolly after a fabulous birthday filled with cake, and laughter the other day.
But hey - you don't really care about my birthday.
I'm sure you're more interested to find out what a 'stay interview' is all about.
I sure was when it popped up in my Feedly feed.
The first thing that went through my head was:
If you are desperately trying to get someone to stay then chances are you're fighting a loosing battle...
This of course was purely based upon my own previous experience.
By the time I was handing in my resignation I really had given up hope within the organisation.
No amount of coaxing or cajoling would have ever got me to stay.
I was already blissfully unaware of the tramped, sodden and brown grass slightly out of sight of the 'grass is always greener' grass of the new organisation.
But still - from where I was standing - any grass was different...
OK, enough about grass.
What I discovered was a 'stay interview' is not a replacement for an exit interview but instead a replacement for the annual survey.
Instead of throwing a survey around an office and demanding compliance, stay interviews rely on managers talking to their employees.
That is - talking 1-2-1, face-2-face not calling, sending a random email, or text message.
But not just talking.
That would be far too easy.
The real skill of the stay interview is the listening.
Then you blow all employee expectations out of the water and actually take their suggestions on board & do something about it.
Talk, listen and act?
Surely, this is what all managers should be doing anyway?
It's something I do and not because I'm terrified employees will leave but because I care about delivering an awesome service.
And I know- the only way to do that is to look after my employees...
So, ever the dutiful student I read on.
There are 5 questions the article says you need to ask.
Brace yourself these are actually going to be quite painful for some of you...
Numbers 3, 4, and 5 may be the unexpected kick in the teeth your dental insurance just doesn't cover.
You may feel inclined to not bother but I have a message of caution for you.
These questions will enable you to align your employees perfectly with the things they love to do within your organisation.
In all reality this is the only thing that will ever keep anyone in a job.
When your employees both love what they do and are aligned with their purpose in the organisation - you can get them to do anything.
Of course I mean anything within reason...
You'll still be bound by the laws of the land and morality codes.
But in the world of work if you get that right you have quite literally hit the jackpot.
So take my advice.
Have a conversation with your employees.
You don't have to call it anything fancy like a 'stay interview'.
Just have a conversation.
Then feel awesome for being an amazing boss.
Oh, and watch all your profits go through the roof!
& if you fancy really taking your employee engagement to the next level click the button below to download the free employee engagement checklist:
Have an awesome day! Katie.
Katie Woodland - A developmental, and holistic psychologist who specialises in educating and empowering individuals, business leaders & school teachers to remove mental health as a barrier to success.
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