Few people can escape life without experiencing an event where the adage “too little, too late” applies. It could be something small like not letting your dog out right away. Or it could be a major event, such as a society not changing its habits to reverse the effects of climate change.
If you’re managing employees at work, “too little, too late” can cost you too. Employees who don’t feel connected to their company will leave for a company where they do. And every business leader knows that the cost of turnover is high. Your job involves more than just keeping in touch with your team members about the progress of tasks. It’s up to you to connect with each person in a meaningful way.
Of course, this requires spending quality time building one-on-one connections. But it’s worth the effort to meet with your employees frequently to find out how they’re doing, their goals, and what they like and don’t like about their jobs. Here we explain how regular “retention interviews” can keep top talent away from exit interviews.
do the work yourself
If your company has an HR department, it’s easy to hand off tasks like employee sit-ins to it. After all, aren’t HR professionals trained to do this kind of thing?
If you don’t think you have the ability to have substantive conversations with members of your team, ask your human resources representative for guidance. But if you want your residency interview to work, you need to be the one conducting it. Remember that you are trying to connect your employees with your company. They are connected through you, not HR.
Great leaders inspire those they lead to speak up, innovate, and become leaders themselves. In my experience, this type of transformational leadership doesn’t happen at arm’s length. It happens because it’s a practical, intentional effort to help others perform at their best.
Asking your team members for their opinions empowers them and gives them the confidence to feel valued. And feeling valued gives employees a sense of belonging. It’s hard to leave your place.
ask how you are doing
During the interview, ask the employee how things are going at work, with team members, and in life. Make sure your company has enough resources to meet any needs it mentions. For example, if an employee says they’re feeling anxious, you can refer them to mental health services provided by your company.
Ask what the company can do to make their job more satisfying, position them for promotion, or otherwise help them achieve their goals. Ask them what they like most and least about their job. And don’t be afraid to ask about what other companies need to hire them. That may be the most powerful information.
Give your employee your full attention during the interview. Make eye contact and take notes that you can use to follow up on the issue. You will also refer to this information the next time you sit down to see how they are doing and what you can do to help them want to stay.
ask me how I’m doing
While you don’t want this interaction to be all about you, it’s important to get feedback from your team members about your performance as a leader. They need to feel comfortable and safe enough to speak up. In other words, criticism must be taken with grace.
For example, if an employee says you favor a particular coworker over him or her, ask him why he thinks so. Ask for advice on how you can interact with your team so they feel more treated equally.
It can be difficult to hear what your team members think about how you are doing as a leader. However, reverse performance reviews can help you do your job better. And to maintain excellent performance, good leadership is essential.
do something for that
The only way to make your employees truly believe that you listened to them is to take action in response to a stay interview. The purpose of these interviews is to connect with your team members in a way that helps them build a culture where they thrive. Making positive changes based on employee input is how you keep your employees loyal.
When a recruiter comes knocking on the door, the feeling of being heard can deter employees from leaving, even if they get a better paycheck or a higher position. I’ve found that when employees feel supported professionally and personally by their leaders, they’re less likely to head for the exit. After all, they know how much you are willing to invest in them. Why do we travel to places we don’t know and people we don’t have any connections with?
Employee turnover is costly and negatively impacts team morale, so it’s in your company’s best interest to keep your employees employed. By the time they get to the exit interview, it’s too little and too late. Establish a regular residency interview practice and you’ll be well on your way in no time.
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