If you’re finally talking to your employee about why they are leaving the organization, isn’t it a little too late? Exit interviews have long been a way that companies seek to understand why an employee is leaving the organization. From this data they also learn how they would rate their working experience for the company and any feedback they would like to share before they could leave. While exit interviews can provide employers with powerful intel of what’s going on behind the scenes, wouldn’t it make sense to capture this information while the individual is still an employee? The purpose of a stay interview is understanding which factors are likely to make an employee stay as well as those that are likely to make them leave.
The formality of a stay interview doesn’t need to be too stuffy. The simple conversation between manager and employee on how things are going, what factors are likely to make them stay and those factors that are likely to make them leave may be enough. Stay interviews could also shine a light on situations that the employee may currently be struggling with. The act of a stay interview could uncover hurdles the employee is facing that a manager can assist with, as well as providing more areas of growth. Implementing stay interviews as part of your retention strategy makes sense. Because isn’t it too late to learn why an employee might leave if they are already leaving?
While stay interviews help the employer learn more about the employee, they can also assist the employee. Employees who feel that their employer genuinely cares about their employment and wants to see them succeed may be more likely to stay with the organization. As the competition for talent increases across the ag industry, now may be an ever more important time to conduct stay interviews with your employees.