Tuesday, April 06, 2010

Stay Interviews

I like this concept. I have always thought that the exit interview, while worthwhile for some information, is really a little too late. The decision about the company, either positive or negative, by the employee has already been made, and well, obviously, the person is walking out of the door. It seems to me that the best time to get information from your employees or tell them that you "love them" is while they're still under your roof.

Check out this article on the Talent Management website called "Prevent Exit Interviews." And, if you're interested in more interesting articles like this, sign up for the SmartBrief on Workforce edited by none other than Mary Ellen Slayter.

With the economy recovering, in order for you to retain your best talent, now may be a good time to "buddy check" with them to see if they really are happy working for you. And if they're not, why not? What changes could you make to persuade them to stay? Like they say in the article, be forthright about asking what could entice them away and be prepared to look into what you could do to keep them working for you.


John Jorgensen said...

I had a boss once who was not the most innovative when it came to dealing with people. In our initial "what do you want HR to do" conversation, I brought up exit interviews. He told me he didn't want to see them after the employee was gone. He said to start doing them when the person was hired and keep your thumb on the reasons why someone might leave before they do so. Loved that idea and have been doing that approach since.

Kari Quaas said...

Thanks for your comment, John. I agree. I've always liked the concept of evaluating the person or the situation, along the way. It sounds like your former boss actually was a bit innovative. ; )