Scrum calls, feedback calls, error resolution calls, and a whole bunch of other meetings. But how effectively are we actually listening to employees? Best laid plans of employee engagement have gone askew, thanks to the pandemic! Continuous, real-time, and proactive processes that help with employee listening take paramount importance. . A ’stay interview’ is one such incredible way to have these conversations with employees and have been proven to be a perfect win-win.
What is a stay interview and why should I do it?
We have all heard of an ‘exit interview’ – the dreaded conversation one has with an employee who is already one foot outside the office. But what is a ‘Stay Interview’? Stay interview is basically one-to-one conversations between the employee and the employer (or the HR teams) where each one proactively seeks and gives constructive feedback about the other. In times like these where attrition is skyrocketing and the great resignation is engulfing big and small organizations alike, it becomes very important to retain our employees and ensure that they are being taken care of.
Stay interviews are just another way of initiating conversations to identify issues if any faced by the employees so that corrective action can be taken. Normal feedback is not specific and will never give you the exact picture for every employee but a stay interview or conversation session helps you understand why the employee is working for the organization.
Listening is paramount in these covid-19 times and what is a better way to do than indulging in conversations that matter?
How to conduct stay interviews and what to ask from employees?
Well just like a normal interview, divide it into parts as per your requirement. Allot times to your employees (usually 30 minutes is enough) and have a one-to-one conversation.
- Open The Interview:
Open the interview with the agenda and a manager can use any of the following statements to explain why they are meeting.
- I would like to talk with you about the reasons you stay with [Company Name] so I understand what I might be able to do to make this a great place to work for you.
- I’d like to have an informal chat with you to find out how the job is going so I can do my best to support you as your manager, particularly with issues within my control.
This initiates a conversation that can include various questions that you may ask to assess if your employee is enjoying the work they are doing and identify points of improvement.
- Ask the right questions
Prepare a list of questions that you need to know to understand your employee in a holistic way and at the same time gain inputs on things that can be improved. Here are some questions that you may ask:
- What do you look forward to when you come to work each day?
- What is the best and worst thing about working with this company?
- How would you like to be recognized for your work?
- How can an organization help in improving your work or skill set?
- Are you facing any challenges in scheduling and managing your work?
- How can we as an organization improve?
- Summarise & Conclude Positively
Give a holistic summary of the conversation take specific notes on how the company can work on the issues and suggestions raised and take the conversation from there to the next level that is the leadership and management to work on it. Ensure that this entire process is on email for effective tracking.
Technology to the rescue:
Talking to everyone on a daily basis is impossible especially when you have a large team. How do you ensure that every voice is heard and responded to? Berry can help.
Active listening helps managers in managing a diverse workforce and building a diverse and inclusive work environment to foster their productivity. Berry, a deep learning employee voice platform provides you the resources to convert your existing platform into a dynamic conversation portal where you can indulge in surveys, feedback, and fun activities. That’s not all, Berry talks to your employees, and after performing sentiment analysis offers actionable insights to the leadership for better policymaking.
Berry is a digital personality that can be an HR leader’s strongest ally and every employee’s biggest confidant. Berry can help measure and improve employee happiness. Berry uses deep learning to interact, interpret and drive accountability using actionable patterns that it learns. Berry is available to answer simple questions and is capable of having complex conversations with employees. HR Leaders use Berry to run campaigns that help them to understand the pulse of the organization around various topics. Conversations are then analyzed and actionable insights are drawn out instantaneously.