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Using Stay Interviews To Improve Employee Retention & Engagement

instructor
By: Pete Tosh
Recorded Session
Duration
90 Minutes
Training Level
Intermediate to Advanced

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Overview:
There is a strong business case for retaining your talent because:
Turnover is rampant

  • Most resignations ever in the U.S. in April 2021
  • 4% unemployment rate - 2.2% for college grads
  • 63% of employees say it is  likely they can find a job as good as the one they have
  • 51% of employees & 60% of millennials are considering new employment opportunities
  • The average tenure for employees in their 20s is less than 18 months

Turnover is expensive

  • 16% of salary for jobs under $30,000 - replacing a $ 10-hour employee costs $3,328
  • 20% of salary for $30-50,000 jobs - replacing a $40,000 employee costs $8,000
  • Up to 213% of salary for management positions; replacing a $100,000 employee can cost $200,000

And your most talented employees:

  • Are more likely to be recruited with more opportunities available to them
  • Are the most expensive to replace
  • May take top performers and/or customers with them

Managers account for 70% of the variance in  employee engagement & retention with:

  • 65% of employees leaving their boss – not their job
  • Because of poor managers, productive employees leave organizations even when satisfied with the pay & perks
  • The prism through which employees see their organization is their view of their manager
  • Managers are the best resource for improving retention & engagement

The most important thing a manager can do is build trust with his/her direct reports. Employees who trust their managers stay & give their best. And stay interviews build trust because they:

  • Re-recruit talent by understanding why employees stay or might leave
  • Make employees feel valued while improving engagement, productivity & retention
  • Reinforce good relationships between managers & employees, forge new ones & help repair those that are strained
  • Identify employees’ needs & how those needs can best be met creating better employee experiences
  • Prevent exit interviews.

AREA COVERED

The Objectives of Stay Interviews 
What Stay Interviews Are
What Stay Interviews Are Not
Steps in Initiating a Stay Interview Program 
Conducting Stay Interviews

  • Frequency & length
  • Techniques & skills
  • Core stay interview questions
  • Sample potential issues & related probes of employees
  • Closing a stay interview

Following Through on Your Stay Interviews

  • Components of a stay interview action plan
  • Stay interview cautions
  • The three-step process for retaining employees.

WHO WILL BENEFIT?

Anyone with leadership, management, or supervisory responsibility. 

The Objectives of Stay Interviews 
What Stay Interviews Are
What Stay Interviews Are Not
Steps in Initiating a Stay Interview Program 
Conducting Stay Interviews

  • Frequency & length
  • Techniques & skills
  • Core stay interview questions
  • Sample potential issues & related probes of employees
  • Closing a stay interview

Following Through on Your Stay Interviews

  • Components of a stay interview action plan
  • Stay interview cautions
  • The three-step process for retaining employees.

Anyone with leadership, management, or supervisory responsibility. 

SPEAKER PROFILE

instructor

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:

  • Implementing Strategic HR Initiatives: Executive Search, Conducting HR Department Audits, Enhancing Recruiting, Interviewing & Selection Processes, Installing Performance Management Programs, Conducting Training Needs Assessments, Installing HR Metrics, etc
  • Maximizing Leadership Effectiveness: Facilitating Team Building Initiatives, Designing and Facilitating 360 Performance Assessments, Executive Coaching, Measuring and Enhancing Employee Engagement and Performance, etc
  • Strategic Planning: Facilitating Strategic Planning Events, Establishing Succession Plans, Installing Business Performance Metrics, etc
  • Enhancing Customer Loyalty: Conducting Customer Satisfaction Surveys, Facilitating Customer Advisory Councils, Developing Standards of Performance and Scripts for Key Customer TouchPoints, etc.

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. YKK and Freddie Mac to:

  • Align corporate organizational structures with their strategic initiatives — while ensuring value creation for their customer bases
  • Ascertain customers’ primary needs and perceptions of organizations’ performance relative to that of their competitors
  • Develop and implement customer loyalty enhancement processes — based on specific customer feedback — that delivered sustainable advantages in the marketplace
  • Implement performance management programs, executive coaching, compensation systems, and other HR processes to strategically direct and reward desired employee behavior

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 develops and facilitates a variety of leadership development programs including Strategic Planning, Moving from an Operational Manager to a Strategic Leader, Strategic HR Management, The Fundamentals of Human Resource Management, Recruiting, Interviewing & Selection, Employment Law and Utilizing HR Metrics. Employees from over 3,000 organizations have benefited from Pete’s experience and perspective. Pete is a 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.

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