How to Retain Top Employees With 'Stay' Interviews

By Dennis McCafferty
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    Confidence Shot

    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?"

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.

This article was originally published on 2013-12-16
Dennis McCafferty is a freelance writer for Baseline Magazine.
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