Unlocking Employee Loyalty: Mastering Stay Interviews to Boost Retention & Engagement
Uncover Hidden Frustrations Before They Cost You Your Top Talent!
Instructor :
Pete Tosh
Webinar ID:
17259
Date: DEC 03, 2024 (TUE)
Start Time: 10 AM PT - 11:30 AM PT
Duration: 90 Mins.
What will you learn
-
- Understand The Objective: Improve Engagement, Productivity, And Retention
- Reinforce And Repair Relationships Between Employees And Managers
- Learn What Stay Interviews Are: Uncover Employee Motivations And Needs
- Clarify What Stay Interviews Are Not: No Performance Appraisals Or Casual Chats
- Initiate Stay Interview Program: Train Managers And Set Retention Goals
- Schedule And Conduct Interviews: Determine Frequency, Length, And Key Questions
- Prepare Effectively: Probe ….
-
- Understand The Objective: Improve Engagement, Productivity, And Retention
- Reinforce And Repair Relationships Between Employees And Managers
- Learn What Stay Interviews Are: Uncover Employee Motivations And Needs
- Clarify What Stay Interviews Are Not: No Performance Appraisals Or Casual Chats
- Initiate Stay Interview Program: Train Managers And Set Retention Goals
- Schedule And Conduct Interviews: Determine Frequency, Length, And Key Questions
- Prepare Effectively: Probe For Candid Responses During Interviews
- Handle Responses: Manage Situations Without Immediate Answers
- Follow Through: Document Action Plans And Forecast Future Turnover
Course Description
Stay interviews are a powerful tool for re-recruiting your workforce—understanding what attracted your employees initially may differ from what keeps them engaged and committed.
Enhance engagement, productivity, and retention with proactive conversations. While exit interviews are insightful, they come too late. To retain your top talent, you need to understand their motivations before they consider leaving.
The business case for retaining talent is undeniable: high turnover is costly, disruptive, and affects morale. Moreover, your most talented employees:
-
- Have more opportunities at their fingertips
- Are the most expensive to replace
- Leave quickly if unengaged
- May take top performers with them
- Could even take customers with them
Stay Interviews offer a proven strategy to combat these challenges. By meeting one-on-one with direct reports, supervisors can learn why employees stay or might consider leaving, and importantly, what can be done to enhance their work experience.
In this 60-minute webinar, Pete Tosh, a seasoned management consultant and author, will guide you through:
-
- Preparing for stay interviews
- Conducting effective interviews
- Following through on insights gained
Secure your spot now and take the first step in retaining your top talent!
Join Now!
Stay interviews are a powerful tool for re-recruiting your workforce—understanding what attracted your employees initially may differ from what keeps them engaged and committed.
Enhance engagement, productivity, and retention with proactive conversations. While exit interviews are insightful, they come too late. To retain your top talent, you need to understand their motivations before they consider leaving.
The business case for retaining talent is undeniable: high turnover is costly, disruptive, and affects morale. Moreover, your most talented employees:
-
- Have more opportunities at their fingertips
- Are the most expensive to replace
- Leave quickly if unengaged
- May take top performers with them
- Could even take customers with them
Stay Interviews offer a proven strategy to combat these challenges. By meeting one-on-one with direct reports, supervisors can learn why employees stay or might consider leaving, and importantly, what can be done to enhance their work experience.
In this 60-minute webinar, Pete Tosh, a seasoned management consultant and author, will guide you through:
-
- Preparing for stay interviews
- Conducting effective interviews
- Following through on insights gained
Secure your spot now and take the first step in retaining your top talent!
Join Now!
Why you should attend
Employee turnover is reaching unprecedented levels due to current labor market conditions:
-
- The lowest unemployment rate in 48 years empowers employees to be more selective.
- For the first time in U.S. history, there are more job openings than eligible candidates.
- Over 50% of U.S. employees believe it’s somewhat or very likely they can find a job equal to their current one.
- 50% of all employees and 60% of millennials are considering new employment opportunities.
- The average tenure for employees in their 20s is now less than 18 months.
This rampant turnover is extremely costly for organizations:
-
- Replacing a $10/hour employee costs over $3,000.
- Replacing a $30,000–$50,000/year position costs over $8,000.
- Replacing a $100,000/year position can exceed $200,000.
However, fostering employee engagement can dramatically reduce these costs:
-
- 65% reduction in turnover within low-turnover organizations.
- 25% reduction in turnover within high-turnover organizations.
Stay Interviews are a proven strategy to enhance engagement and productivity, helping you retain top talent and avoid expensive turnover.
Join Mr. Pete Tosh in this interactive 60-minute webinar to discover how to effectively implement Stay Interviews in your organization and create a more committed, productive workforce.
Enroll Now and take a decisive step towards securing and nurturing your organization’s most valuable asset—your people!
Join Now!
Employee turnover is reaching unprecedented levels due to current labor market conditions:
-
- The lowest unemployment rate in 48 years empowers employees to be more selective.
- For the first time in U.S. history, there are more job openings than eligible candidates.
- Over 50% of U.S. employees believe it’s somewhat or very likely they can find a job equal to their current one.
- 50% of all employees and 60% of millennials are considering new employment opportunities.
- The average tenure for employees in their 20s is now less than 18 months.
This rampant turnover is extremely costly for organizations:
-
- Replacing a $10/hour employee costs over $3,000.
- Replacing a $30,000–$50,000/year position costs over $8,000.
- Replacing a $100,000/year position can exceed $200,000.
However, fostering employee engagement can dramatically reduce these costs:
-
- 65% reduction in turnover within low-turnover organizations.
- 25% reduction in turnover within high-turnover organizations.
Stay Interviews are a proven strategy to enhance engagement and productivity, helping you retain top talent and avoid expensive turnover.
Join Mr. Pete Tosh in this interactive 60-minute webinar to discover how to effectively implement Stay Interviews in your organization and create a more committed, productive workforce.
Enroll Now and take a decisive step towards securing and nurturing your organization’s most valuable asset—your people!
Join Now!
Areas Covered
-
- The Objective of a Stay Interview
- Making Employees Feel Valued & Improving Engagement, Productivity, and Retention
- Reinforcing Good Relationships, Forging New Ones & Repairing Strained Ones
- Re-Recruiting Talent to Enhance the Relationship Between Employees & Managers
- What Stay Interviews Are
- Employee/Supervisor Meetings to Uncover What Is Important to Each Employee
- A Tool to Learn Why Employees Stay, Might Leave & What Supervisors Can Do to Improve Their Work Experience
- What Stay Interviews Are Not
- Performance Appraisals
- Conducted Only When Problems Arise
- Personal Development Sessions
- Casual, Random Discussions
- Initiating a Stay Interview Program
- Who Should Conduct the Interviews & Why
- Training Managers & Leaders
- Setting Retention Goals
- Scheduling & Conducting Stay Interviews
- Determining the Frequency & Length of Each Interview
- Preparing for the Interview
- Asking the Most Effective Stay Interview Questions
- Probing for Candid Responses
- Handling Employee Responses When You Don’t Have an Immediate Answer
- Following Through on Your Stay Interviews
- Creating & Documenting Action Plans
- Sharing Accountability for Follow-Through
- Following Up on Action Plans
- Forecasting Future Turnover
- The Objective of a Stay Interview
BONUS:
- PDF copy of the presentation handout for your future reference.
- Soft copy of the certificate of completion on request.
-
- The Objective of a Stay Interview
- Making Employees Feel Valued & Improving Engagement, Productivity, and Retention
- Reinforcing Good Relationships, Forging New Ones & Repairing Strained Ones
- Re-Recruiting Talent to Enhance the Relationship Between Employees & Managers
- The Objective of a Stay Interview
-
- What Stay Interviews Are
- Employee/Supervisor Meetings to Uncover What Is Important to Each Employee
- A Tool to Learn Why Employees Stay, Might Leave & What Supervisors Can Do to Improve Their Work Experience
- What Stay Interviews Are
-
- What Stay Interviews Are Not
- Performance Appraisals
- Conducted Only When Problems Arise
- Personal Development Sessions
- Casual, Random Discussions
- What Stay Interviews Are Not
-
- Initiating a Stay Interview Program
- Who Should Conduct the Interviews & Why
- Training Managers & Leaders
- Setting Retention Goals
- Initiating a Stay Interview Program
-
- Scheduling & Conducting Stay Interviews
- Determining the Frequency & Length of Each Interview
- Preparing for the Interview
- Asking the Most Effective Stay Interview Questions
- Probing for Candid Responses
- Handling Employee Responses When You Don’t Have an Immediate Answer
- Scheduling & Conducting Stay Interviews
-
- Following Through on Your Stay Interviews
- Creating & Documenting Action Plans
- Sharing Accountability for Follow-Through
- Following Up on Action Plans
- Forecasting Future Turnover
- Following Through on Your Stay Interviews
BONUS:
- PDF copy of the presentation handout for your future reference.
- Soft copy of the certificate of completion on request.
Who is this course for
- Human Resources Manager
- Talent Acquisition Specialist
- Employee Engagement Manager
- HR Business Partner
- Organizational Development Manager
- Training and Development Manager
- HR Director
- Chief Human Resources Officer (CHRO)
- Team Leader/Supervisor
-
- Human Resources Manager
- Talent Acquisition Specialist
- Employee Engagement Manager
- HR Business Partner
- Organizational Development Manager
- Training and Development Manager
- HR Director
- Chief Human Resources Officer (CHRO)
- Team Leader/Supervisor
Instructor Profile
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:
- Maximizing Leadership Effectiveness
- Strategic Planning
- Implementing Strategic HR Initiatives
- 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. YKK and Freddie Mac.
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 Master’s degrees in both Business Administration and Industrial Psychology from Virginia Commonwealth University.
