Many organizations put a whole bunch of energy into Exit Interviews – trying to figure out why people left after they have submit their notice. Imagine if that same energy were directed into trying to retain those people before they accepted alternate employment. Join the Wily Manager guys this week, as they discuss Retention Interviews.
Monday’s Tip: Start Now. If this is something you want to do, then don’t delay.
Tuesday’s Tip: Start with broad questions: “What do you like and dislike about the work you’ve being doing in the past few months?” You can be more specific as you get further into your learning.
Wednesday’s Tip: Don’t ask if you are not willing to act on suggestions. You don’t have to act on every suggestion, but if you’re not willing to make any changes, then you should not ask.
Thursday’s Tip: Use existing One on One Meetings. The retention interview can be conducted as part of existing interactions with your people. It is not necessary to schedule an entire other meeting.
Friday’s Tip: Tell people when you’ve made changes based on their feedback. When you do make changes as a result of people’s feedback, make sure you let them know the changes that have been made and why.