?? As part of their talent management efforts, most organizations know the wisdom of conducting exit interviews (although they often don't conduct them properly!), and why they should also conduct "stay interviews" with valued employees to determine why they stay, and what will retain them.
?? In addition, many organizations also regularly conduct employee surveys, increasingly asking questions about job satisfaction, commitment, and the likelihood of
? All of these are wise efforts for uncovering why valuable employees stay or leave so the organization can make improvements, retain more talent, and substantially reduce its employee turnover costs.
?? However, there's another interview most organizations don't conduct, yet it has great potential to help stop future talent losses in specific jobs or divisions, or with employees reporting to certain managers.
?? It's what I call "The Forgotten Employee Retention Interview," and it can help you get chicago #8 white jersey direct information about why other valuable employees may leave.
?? You conduct it after losing one or more valuable employees from a specific department or division, or who report to the same manager, and when you suspect you could lose more.
?? Here are several action steps you can take:
1) Select Groups Representative of Employees Leaving
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