Instructor :
Pete Tosh

Webinar ID:
12943

Stay interviews are an essential means of re-recruiting your workforce – because what attracts your employees often differs from what will keep them.

Stay interviews tend to improve engagement and productivity – as well as retention. To know how to encourage employees to stay, we have to ask – only they know. Exit Interviews are too late!

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.

In this webinar, Pete Tosh, a management consultant and an author, will teach participants how to prepare for, conduct & follow through on stay interviews.

Join Now!

Stay interviews are an essential means of re-recruiting your workforce – because what attracts your employees often differs from what will keep them.

Stay interviews tend to improve engagement and productivity – as well as retention. To know how to encourage employees to stay, we have to ask – only they know. Exit Interviews are too late!

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.

In this webinar, Pete Tosh, a management consultant and an author, will teach participants how to prepare for, conduct & follow through on stay interviews.

Join Now!

Turnover today is rampant because employees can be choosy with:

• The lowest unemployment rate in 48 years
• For the first time in the U.S., there are more job openings than eligible candidates
• Over half of U.S. employees say 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
• replacing a $100,000, often over $200,000

However, engaged employees, when compared to unengaged employees, have:

• 65% less turnover in low-turnover organizations
• 25% lower turnover in high-turnover organizations

Discover the incredible impact of stay interviews in retaining your top talent. Uncover the underlying reasons why employees choose to leave and learn effective strategies to mitigate those factors.

Gain insights into their aspirations, concerns, and motivations, and build a culture that fosters loyalty, commitment, and growth

Enroll Now!

Turnover today is rampant because employees can be choosy with:

• The lowest unemployment rate in 48 years
• For the first time in the U.S., there are more job openings than eligible candidates
• Over half of U.S. employees say 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
• replacing a $100,000, often over $200,000

However, engaged employees, when compared to unengaged employees, have:

• 65% less turnover in low-turnover organizations
• 25% lower turnover in high-turnover organizations

Discover the incredible impact of stay interviews in retaining your top talent. Uncover the underlying reasons why employees choose to leave and learn effective strategies to mitigate those factors.

Gain insights into their aspirations, concerns, and motivations, and build a culture that fosters loyalty, commitment, and growth

Enroll Now!

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

What 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 questions
• 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

BONUS:

1. PDF copy of the presentation handout for your future reference.
2. Soft copy of the certificate of completion on request.

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

What 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 questions
• 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

BONUS:

1. PDF copy of the presentation handout for your future reference.
2. Soft copy of the certificate of completion on request.

Everybody benefits from watching this. Even better when done as a group!

• CEOs
• Business Owners
• HR Managers
• HR Directors
• People Operations Managers
• Talent Acquisition Managers
• Team Leaders
• Managers
• Organizational Development Professionals

Everybody benefits from watching this. Even better when done as a group!

• CEOs
• Business Owners
• HR Managers
• HR Directors
• People Operations Managers
• Talent Acquisition Managers
• Team Leaders
• Managers
• Organizational Development Professionals