How to Retain Top Employees With 'Stay' Interviews

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Confidence Shot
Start the meeting on a positive note: "We're extremely happy with the work you're doing. What can we do to keep you here?" -
Decision Drivers
"What aspects of your job drive your passions? Which present the most satisfying challenges?" -
Rising to the Occasion
"Are you doing the best work of your life here? If not, what can we do to help you get there?" -
Standout Performance
"Do you feel that your work makes a positive difference for our company? Do your colleagues pay notice? If not, what would help improve this?" -
Taking Stock
"Do superiors and team members take your input seriously? How can we increase the impact of your contributions to planning discussions?" -
Self-Directed
"How would you manage yourself?" -
Daily Grind
"What day-to-day, mundane tasks would you most like to eliminate from your job?" -
Long-Range Plan
"What are your career progression expectations, and how can we accelerate your progress toward these goals?" -
C-Suite Encounters
"Are there any senior-level influencers with whom you'd like to align or increase your visibility?" -
Self-Improvement
"What additional training and/or certification opportunities could we set up for you?"
Nearly every company conducts job interviews, and many also hold exit interviews when an employee leaves. But how many conduct "stay" interviews? In an era in which companies are aggressively going after talented performers—especially those with technology skills—it's surprising that more organizations don't consider this type of interview as a retention tool. That will change as more organizations start using the stay interview as a way to retain valuable contributors who are, at best, on the fence about long-term prospects at their current employer, according to HR authority John Sullivan. Based out of Silicon Valley, Sullivan has put together the following 10 questions to ask during a stay interview—questions that are intended to drill down directly to the benefit points of the exercise. Stay interviews motivate employees because they help them realize that their organization is interested in their future. The interviews also enable managers to present a very personalized and even compassionate side of themselves. And they are action-based: An essential outcome of any good stay interview involves taking concrete steps to improve an employee's experience. Described as "the father of HR metrics" by Staffing.org, Sullivan has written more than 900 articles and 10 books on talent management, and has spoken about HR topics before more than 300 corporations and organizations in 30 countries.