Stay interviews are an important employee engagement and retention tool that serves as a means of re-recruiting your workforce – because what attracted your employees is often different from what will keep them. Stay interviews tend to improve engagement, productivity, employee loyalty and commitment - as well as retention.
In this webinar you will learn how to prepare for, conduct & follow through on stay interviews to improve retention.
Turnover today is rampant because employees can be choosy with:
And turnover is expensive with the cost of replacing a:
However, engaged employees when compared to unengaged employees have:
The Objective of a Stay Interview
What Stay Interviews Are
Why Stay Interviews Are Not
Initiating a Stay Interview Program
Scheduling & Conducting Stay Interviews
Following Through on Your Stay Interviews
It is easy to make the business case for retaining your organization’s talent because turnover is both rampant & expensive.
And to make matters worse – the most talented employees:
Stay Interviews have become a very popular and effective means of reducing turnover with supervisors meeting individually with their direct reports to learn why they are staying or might leave - and what the supervisor can do to improve each employee's work experience. To know how to encourage employees to stay, we have to ask what only they know. Exit Interviews are too late.
Any Leader, Manager or Supervisor [HR, Production, Accounting, Sales, IT, etc.] – who wants to increase employee engagement and/or retention.
Years of Experience: 25+ years
Areas of Expertise: Leadership Development and HR Management
Pete Tosh is Founder of The Focus Group, a management consulting and training firm that assists organizations in sustaining profitable growth through four core disciplines:
The Focus Group has provided these consulting and training services to manufacturing and service organizations across the U.S., Canada, Europe and the Middle East. Pete has worked closely with the leadership teams of organizations such as Exxon, Brinks, EMC, State Farm, Marriott, N.C.I. and Freddie Mac.
Prior to founding his own firm 25 years ago, Pete had 15 years of experience — at the plant, divisional and corporate levels — in Human Resource and Quality functions. Pete held leadership positions — to include the V.P. of Human Resources and Quality — with Allied Signal, Imperial Chemical Industries, Reynolds Metals, Charter Medical and Access Integrated Networks.
Pete also frequently facilitates a variety of leadership development programs for organizations such as the American Management Association — including Strategic Planning, Moving from an Operational Manager to a Strategic Leader, Strategic HR Management and Utilizing HR Metrics. Employees from over 3,000 organizations have benefited from Pete’s experience and perspective. Pete is co-author of Leading Your Organization to the Next Level: the Core Disciplines of Sustained Profitable Growth.
Pete holds a B.A. degree in Psychology from Emory and Henry College and Masters degrees in both Business Administration and Industrial Psychology from Virginia Commonwealth University.View all trainings by this speaker