Learn how to conduct stay interviews and keep your most talented employees
As many organizations resume work after a global pandemic has raged, employers find that they are in a war for talent and must find creative ways to attract talented people and retain those people. If leaders do not take steps to identify what attracts and keeps people in their organizations, they will find themselves outclassed by other organizations that pay more, provide better benefits, or otherwise treat people better.
This topic will help employers understand what stay interviews are, how they differ from exit interviews, and how stay interviews may be used in combination with other approaches to enhance the likelihood that people will stay in organizations. This information is critical for employers so they can build a climate that will attract and keep talented, productive people.
Learning Objectives
- You will be able to define stay interviews.
- You will be able to describe how to plan and conduct stay interviews.
- You will be able to discuss how stay interviews can be used to pinpoint employment brand and create conditions that will improve retention.
- You will be able to explain why stay interviews need to be conducted periodically rather than one-and-done.
Agenda
What Are Stay Interviews, and What Is the Business Case for Using Them?
- Define Stay Interview
- Explain Why Stay Interviews Are Useful
- Describe Why Stay Interviews Are Needed Now
How Are Stay Interviews Planned and Conducted?
- Planning the Stay Interview
- Conducting the Stay Interview
- Variations of Traditional Approaches to Stay Interviews - Other Ways to Plan and Conduct Them
How Can Stay Interviews Go Beyond Exit Interviews to Provide More Useful Information to Make an Employer a Wonderful Place to Work?
- Relating Stay Interviews and Exit Interviews
- Improving Exit Interviews
- Why Stay and Exit Interviews Should Both Be Used
How Can Stay Interviews Pinpoint Employment Brand and Be Made Part of a Retention Strategy?
- What Is an Employment Brand?
- How Do Stay Interviews Relate to Employment Brand?
- What Is Retention Strategy, and How Does the Stay Interview Fit in?
What Is the Future of the Stay Interview?
- The Future of Stay Interviews
- Identifying Typical Problems With Stay Interviews - and How to Overcome Those Problems
Speakers
William J. Rothwell, Ph.D., SPHR, SHRM-SCP, RODC, CPTD Fellow,
Rothwell & Associates, Inc.- President of Rothwell & Associates, Inc. (www.rothwellandassociates.com) and professor, Penn State University, University Park
- Practice emphasizes all aspects of talent management and succession planning
- Conducts regular seminars on talent management, succession planning, and organization development
- Wrote 127 books; Organization Development Interventions: Executing Effective Organizational Change (Routledge, 2021), Virtual Coaching to Improve Group Relationships (Routledge, 2021); Increasing Learning and Development’s Impact Through Accreditation (Palgrave, 2020); Adult Learning Basics, 2nd ed. (ATD Press, 2020); The Essential HR Guide for Small Businesses and StartUps (Society for Human Resource Management, 2020); Workforce Development: Guidelines for Community College Professionals (Rowman-Littlefield, 2020); Innovation Leadership (Routledge, 2018); Human Performance Improvement: Building Practitioner Competence, 3rd ed. (Routledge, 2018); Evaluating Organization Development: How to Ensure and Sustain the Successful Transformation (CRC Press, 2017); Marketing Organization Development Consulting: A How-To Guide for OD Consultants (CRC Press, 2017); Assessment and Diagnosis for Organization Development: Powerful Tools and Perspectives for the OD practitioner (CRC Press, 2017); Community College Leaders on Workforce Development (Rowman & Littlefield, 2017); Organization Development in Practice (ODNetwork, 2016); Mastering the Instructional Design Process (Wiley, 2016); Practicing Organization Development, 4th ed. (Wiley, 2015); Effective Succession Planning, 5th ed. (AMACOM, 2015); The Competency Toolkit, 2 vols., 2nd ed. (HRD Press, 2015); Beyond Training and Development, 3rd ed. (HRD Press, 2015); The Leader’s Daily Role in Talent Management (McGraw-Hill, 2015); Organization Development Fundamentals (ATD, 2015); Creating Engaged Employees (ATD, 2014); Becoming An Effective Mentoring Leader: Proven Strategies for Building Excellence in Your Organization (McGraw-Hill, 2013); Talent Management: A Step-by-Step Action-Oriented Approach Based on Best Practice (HRD Press, 2012); the edited three-volume Encyclopedia of Human Resource Management (Wiley/Pfeiffer, 2012); Lean But Agile: Rethink Workforce Planning and Gain a True Competitive Advantage (AMACOM, 2012); Invaluable Knowledge: Securing Your Company’s Technical Expertise-Recruiting and Retaining Top Talent, Transferring Technical Knowledge, Engaging High Performers (AMACOM, 2011); Competency-Based Training Basics (ASTD Press, 2010); Effective Succession Planning: Ensuring Leadership Continuity and Building Talent from Within, 4th ed. (AMACOM, 2010); Practicing Organization Development, 3rd ed. (Pfeiffer, 2009); The Manager’s Guide to Maximizing Employee Potential: Quick and Easy Ways to Build Talent Every Day (AMACOM, 2009); Basics of Adult Learning (ASTD, 2009); HR Transformation (Davies-Black, 2008) and Working Longer (AMACOM, 2008)
- Member of Association for Talent Development and the Society for Human Resource Management
- Can be contacted at 814-234-6888 or wjr9@psu.edu
Who Should Attend
This webinar is designed for human resource managers, employee relations and personnel managers, benefit and payroll professionals, business owners and managers, and supervisors.
