Instead of focusing on why employees leave at Exit interviews, employers could up their retention rate by identifying and eliminating the factors that cause employees to start looking for jobs, or their being open to offers from other employers. Because the factors that cause employees to stay are also the same factors that create employee satisfaction and create engagement and productivity.
What’s an employer to do when one of their best employees professes profound, long-term dissatisfaction or even worse turns in their resignation? Alternately, what can an employer do when facing budget cuts, and/or big changes but doesn’t want to lose its best and brightest employees during the process?
Stay interviews concern awkward situations, but those conversations don’t have to be awkward. In fact, better relationships can be built from the candid conversations that can occur in a stay interview. But frank and healing conversations regarding awkward situations, certainly need to be planned before they occur and this webinar will cover how to structure and conduct those conversations.
Areas Covered in the Session :
- Spotting signs that an employee is disengaging, job hunting, or leaving – Do’s and Don’ts
- How to start a good conversation before an employee gets too far gone and who should conduct that conversation
- 5 employee situations from which an employer cannot – nor should attempt to rebound from
- The first thing you need to do and when you need to do it when an employee you don’t want to lose turns in their resignation
- Using performance management tools and performance reviews to conduct a stay interview – without calling it that
- Building a conversational framework for stay interviews
- Money matters – Rebounding from money issues
- Strategic efforts to generate big payoffs in a stay situation
- Points and Order that should be discussed and what should not be discussed
- Training your managers, supervisors and team leaders
- Recognizing employees who are vulnerable to poaching by competitors
- 10 tips to retain employees during tense times of change and/or budget cuts
Who Will Benefit:
- HR Departments
- Team Leaders
- Management Teams