“The unique nature about the influenza virus is its great potential for changes, for mutation.” Margaret Chan
The Center for Disease Control (CDC) broadcasts, “It is not too late to get your flu vaccine this season.” Flu vaccines are updated each season to prevent circulating viruses from taking their toll. The CDC recommends the yearly inoculations to avoid illnesses, doctors’ visits, and missed work due to flu-related sick days and hospitalizations.
In a similar vein, leaders can take steps to ensure their organization is staffed with the talent it needs to stay healthy and engaging. Leaders need to take year-round care to inoculate and prevent the unnecessary talent “influenza” such as workplace fatigue and resignations. Companies invest time and money in their employees and then their investments walk out the door when top talent leaves. Rather than scheduling an exit interview, it is important for leaders to use their best inquiry skills throughout essential employees’ tenure to discover how they’re doing. The most effective way to learn about engagement is to block time to talk AND listen. In fact, why not schedule a “stay” interview.
The Stay Interview
A stay interview is a one-on-one session during which a manager shares with an “at risk” employee how valuable they are to the company, finds out how they’re experiencing the job, and learns what would keep them engaged or ensure greater satisfaction with the company. Leaders focus on the positive and use them with the most valued employees. When planning for a stay interview, consider the following:
– How and when to have the interview
– Identify reasons that encourage the employee to stay
– Uncover any issues that might cause an employee to leave
– Take time to talk about the employee’s personal aspirations
– Talk about positive actions you and/or the employee might take to help keep them fully engaged and committed
Since the War for Talent is a key issue with marketable employees, it is wise to identify additional reasons for employees to stay and minimize reasons to leave. Add “stay” interviews to your leadership toolkit to reduce “talent influenza,” keep yourself informed, reduce turnover and retain your best employees.
For more information about how to engage and inspire your “high flyers,” reach out to Kittie Watson.