What Exactly is a Stay Interview?
It’s the opposite of an exit interview, in which you try to determine the factors that led to a worker’s decision to leave your employ. Ideally this type of preemptive measure will cut down on the number of talented employees lost.
A stay interview, conducted periodically, is distinct from a performance review. Its basic goal is to determine why the employee continues to work for you, so that you can, within reason, keep those factors alive.
I can’t imagine anyone saying they want to work for an “OK” company. As entrepreneurs, we all want to create a great company that people want to work for. But how?
A Great Place to Work, a global human resources consulting, research, and training firm, has identified and studied effective workplaces for 30 years in more than 40 countries. According to the firm’s website, its research “has shown us time and again that investing in a high-trust workplace culture yields distinct, tangible business benefits. Our studies of the 100 Best Companies show that great workplaces enjoy significantly lower turnover and better financial performance than industry peers.”
So if a great culture is something everyone wants and it improves overall performance, why are so many companies… not great? I recently asked China Gorman, the CEO of A Great Place to Work which is the creator of the Fortune 100 Best Companies to Work for and the 50 Best Small and Medium companies lists about how she addresses these issues–and how her organization advises companies on creating winning environments for their employees.
Dispatches From The Front 