Say a Great Big Goodbye to Exit Interviews and ‘Hey’ to Stay Conversations

Jul 18, 2022

“We had her two weeks. Two weeks! And then she quit for another opportunity!”

Can you relate, whether you’re the one doing the hiring or onboarding?

Here’s my best advice. Put a pause button on exit interviews (you might not be able to keep up with them anyway) and direct all that energy to stay interviews. Find out what makes people not leave.

This aligns with the concept of positive deviance; look for where the problem doesn’t exist and do more of that. Understanding the exception to the problem – why highly sought-after staff and colleagues stay – will allow you to build on those factors and motivators rather than reacting and fixing when it might be too late. Not only is it proven effective, but it’s also so much more motivating in our turnover tsunami.

We have a new tool for you so that you can jump right on those stay interviews. Questions such as:

1. What does a successful and satisfying day look like for you?
2. What are the most meaningful parts of your work?
3. If you could change one thing, what would it be?
4. What do we do that shows people they are important
5. Have you ever told someone that they should come and work for us? What did you highlight?

See a pattern? What might you learn about what’s working so you can do even more of that? (Right, my solution-focused friends?)

This Stay Interview Tool is our gift to you. Access the complete list of questions here.

And why not forward this blog to others who need a resource to study retention and stop turnover.

Want more ideas to retain your best? Check out these great resources:

• Give Them a Reason to Stay
• The Cost of Not Recognizing
• Why Are They Leaving?

P.S. I invite you to have a listen to this delicious radio interview I did with Angela Kokott on the Afternoons with Rob Breakenridge show.