How Do You Keep Employees From Quitting?
While traditional exit interviews are helpful for such purposes as uncovering compliance problems or safety concerns, they rarely provide good data for management problem solving or retention purposes. Employers could better accomplish their aims of retention by focusing on what causes employees to stay rather than what causes them to leave. Training the managers that every day is an opportunity to retain employees and alternatively every day is an opportunity to chase off an employee.
Objectives of the PresentationUsing performance management tools and performance reviews to conduct a stay interview - without calling it as such
What to do about the employee you want to keep, who has been treated less than ideal in some way
Rebounding from money issues. Keeping an employee who has been paid less than standard ranges. Moving past the past
The situations you can´t move past; recognizing those situations and how to respectfully un-engage and part ways
Having an ugly conversation about the elephant in the room without making a situation worse
Recognizing employees who are vulnerable to poaching by competitors. What to do?
What to do when you suspect an employee is job hunting. Just as importantly, what not to do
Structuring an interview to talk someone into staying
Having a standardized process for reacting quickly when a valued employee wants to leave
Why Should you AttendInstead of focusing on why employees leave, employers could up their retention rate by identifying and eliminating the factors that cause employees to start looking for jobs, or their being open to offers from other employers. Because the factors that cause employees to stay are also the same factors that create employee satisfaction and create engagement and productivity.
Who will Benefit
If your employees who are leaving are those the employer would like to retain, the employer has a BIG problem. Science shows that we become like the teams on which we work, so if your talent is leaving, that's not just a singular problem but a system problem as the employees the employer is retaining are likely not the most talented that you want to become the standard to emulate.