the stay interview quick start plan - 5 key questions that will dramatically improve your retention

The Stay Interview Quick Start Plan5 Key Questions that will Dramatically Improve Your Retention

AGENDA

Brian SharpChief Marketing Officer , HRsoft

Dick FinneganCEO, C-Suite AnalyticsAuthor, The Power of Stay Interviews

Our Presenters

The Stay Interview Quick Start Plan

AGENDAStay Interviews are here to stay!


AGENDAThe Engagement Enigma


Understand the benefits.

Know there is a problem.

Spending time & money.

Nothing is changing.

AGENDAPoll Question #1






Have your engagement scores

significantly increased over the past

2 years?

a. Yes

b. No

c. Not Sure



Employee Turnover has been

increasing over the last 5 years



U.S. companies are spending

$1.53 Billion each year!



Right Intentions.

Wrong Tools.

AGENDAThe Retention Tools


We must give managers a tool that is

easy to use & employee focused

AGENDAThe Stay Interview

Stay Interviews are 1-1 meetings between leaders

and their newly-hired and continuing employees

to improve engagement & retention

Train all leaders from executives to first-line

supervisors to…

Build trust

Conduct stay interviews

Develop stay plans

Forecast each employee’s individual retention


5 Key Stay

Interview Questions


AGENDAStay Interview Questions


#1 When you travel to work each day,

what things do you look forward to?

PROBING QUESTIONSWhat do you like most about working

here?

What parts are the most challenging?

What do you like least about working

here?



#2 What are you learning here?

PROBING QUESTIONSIs there anything else you’d like to be

learning here but are not?

How do you learn best? By doing?

By observing? By attending training?

Do you feel like you can advance

your career here if you want to?



#3 Why do you stay here?

PROBING QUESTIONSIs that the only reason?

How much does the type of work you do impact your decision to stay?

How much do you stay because you

like working with our customers?

Our team?



#4 When was the last time you thought

about leaving our team? What prompted it?

PROBING QUESTIONSDoes this still concern you?

On a scale from one to ten with ten

being “I’m staying for the foreseeable

future” and one being, “I’m leaving ASAP,” how would you rate your

intention to leave?

What’s the single most meaningful

action I could take to address this issue?



#5 What can I do to make your experience

at work better for you?

PROBING QUESTIONSWhat should I do more of? Less of? What

do I do that frustrates you?

Is there anything I do that strikes you as

particularly unfair or unreasonable?

Do you feel like I truly hear your concerns

when you have them?

How to Setup a

Successful Stay Plan








What is the #1 reason people leave their

jobs?

a. Pay

b. Benefits

c. Relationship with Manager

d. Dislike the Work

AGENDAThe Power of Stay Plans


You never

really know

what makes

people stay or

leave.

AGENDA5 Key Components of a Stay Plan


1. The objective for each initiative (no more than 3)

2. Actions you as the manager will take

3. Ideally, actions the employee will take

4. Dates for each, and in some cases multiple dates for multiple activities

5. Everything put in writing with copies

given to you and the employee

AGENDAStay Plan Best Practices


Work best when built mutually by employee & manager

Work best when customized for the employee

Assignments should be for manager and employee

Not everyone needs a stay plan

How to Forecast &

Measure Retention Results








CHANGE

Do you know what your employee

turnover cost is?

a. Yes

b. No

c. Not Sure

AGENDARetention Forecasting


Forecasting is

critical for sales

and finance…

why not retention?

AGENDARetention Forecasting Groups


More than 1 year

6-12 Months

0-6 Months

Employee is likely to stay:

Retention Heat Map


Leader: Rodriguez

PerfRating/ 5 Hi, 1 Lo

Green 1+ yrs

Yellow 6-12 Months

Red 0-6 Months

Retention Plan

Kim Johnson

4 Provide mentor for…

Burt Brown

5 Develop skills for possible promotion to…

Cindy Stone

3 Pleased with current role & circumstance

Ralph Jimenez

2 Coaching for performance

Retention Heat Map


Tips for Teaching

Managers to Become

Stay Interview Masters


Stay Interview Manager Training


Probe Deeply. Solve Completely.

Stay Interview Manager Training


4 Core Manager Skills

1. Listen

2. Take Notes

3. Probe

4. Support Company

Talent Takeaways


AGENDATalent Takeaways


1. Evaluate your current retention results & set new goals

2. Identify how you will measure & forecast

3. Create a system for your Stay Interview process

4. Start simple. Start small. Just start!

STAYview™

High Impact Stay Interview System™

HRsoft.com


STAYview™

High Impact Stay Interview System™


Strategy Session

HRsoft.com

answer questions

share resources

offer solutions








Gallup’s 100 Year Commitment

What brings happiness?

a. Good health

b. A good job

c. Love & respect

d. Money for needs & more

e. Better life for your children

AGENDAGallup’s 100 Year Commitment


What brings happiness?

a. Good health?

b. A good job

c. Love and respect from others?

d. Money for needs and more?

e. Better life for your children?

AGENDACommitment to Engagement & Retention


“Let’s get rid of managers from hell, double the number

of great managers & engaged employees, and have

those managers lead on what actually matters…

The country’s employees will be twice as effective,

they’ll create far more customers, companies will grow,

spiraling healthcare costs will decrease, and

desperately needed GDP will boom like never before.”

Jim Clifton

CEO, Gallup

The Stay Interview Quick Start Plan5 Key Questions that will Dramatically Improve Your Retention

AGENDA

Presented By


Brian SharpChief Marketing Officer

[email protected]

/in/bsharponline

@bsharponline | @hrsoft_inc

AGENDA

Presented By


Dick FinneganChief Executive Officer

[email protected]

pub/dick-finnegan/6/874/a71

@dick_finnegan

https://www.linkedin.com/pub/dick-finnegan/6/874/a71

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