{"id":2239,"date":"2022-04-27T12:33:33","date_gmt":"2022-04-27T12:33:33","guid":{"rendered":"https:\/\/nixq4qvp95-staging.onrocket.site\/?p=2239"},"modified":"2023-04-24T15:47:13","modified_gmt":"2023-04-24T15:47:13","slug":"how-to-ace-conducting-a-stay-interview","status":"publish","type":"post","link":"https:\/\/www.adzuna.com\/blog\/how-to-ace-conducting-a-stay-interview\/","title":{"rendered":"How to ace conducting a stay interview"},"content":{"rendered":"

Employees are thinking about their life and career choices now more than ever. With the Great Resignation in full swing as well as the ongoing pandemic, employees’ expectations are evolving at a really fast pace. One tactic currently being used to try and retain current employees are stay interviews.\u00a0<\/strong><\/p>\n

Stay interviews are a great technique to increase staff retention but there are definitely right and wrong ways of conducting them. At <\/span>Adzuna<\/span><\/a>, we have put together some top tips to make sure you get stay interviews right.<\/span><\/p>\n

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What are \u2018stay interviews?\u2019<\/h3>\n

Employers will know that the concept of \u2018stay interviews\u2019 is nothing new. It’s been around for a while under various names.<\/span><\/p>\n

For those of you who are less familiar with the term, a stay interview is essentially an informal discussion between a manager and an employee. The conversation should unfold naturally but should tend to focus on what is motivating the employee to stay, what they enjoy about their current position, what would improve their work experience, and their career development goals within the organization. Stay interviews should be private, one-on-one discussions.<\/span><\/p>\n

There is no better time to implement stay interviews. The Great Resignation is a real concern for employers right now. 44% of US workers<\/a> are seeking new roles, meaning that companies should take a look at ways to keep their best talent. Some companies have turned to the latest craze of stay interviews to deter their employees from leaving.\u00a0<\/span><\/p>\n

Sounds interesting, right? Well, here are 5 top tips on how to ace conducting stay interviews.<\/p>\n

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1. Get the timing right<\/h3>\n

The first thing to note is that stay interviews should not take place instead of a probationary or annual review. It’s really easy to forget this and merge every meeting and review into one but it is important that stay interviews are an additional conversation.\u00a0<\/span><\/p>\n

Make sure that employees are fully settled in their role and work environment before conducting stay interviews. This will help you to get the best quality feedback possible. To avoid this, whilst making new joiners feel welcome, be sure to include stay interviews in onboarding programs to ensure that they are completed at regular intervals. This will ensure that employees can provide a detailed level of feedback at various stages.\u00a0<\/span><\/p>\n

Try and avoid scheduling stay interviews around tight deadlines, if possible. Employees will not want to engage in detail and may come across as more negative than they feel.\u00a0<\/span><\/p>\n

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2. Ask the right questions<\/h3>\n

Be sure to ask a variety of questions, such as:<\/span><\/p>\n