Turnover is one of the most crucial talent metrics. While it can be good or bad depending on the organizational context, it has high costs. One of the best ways to get around turnover and ensure the development of the relationship between manager and employees is to start with a stay conversation.
Stay conversations are discussions between a manager and their direct reports. The main purpose is connecting and learning more about the employee, including well-being, career expectations, development goals other factors that could influence the retention drivers and willingness to stay.
Key Recommendations:
Frequency: Stay conversations are most effective when repeated periodically, with follow-up and next steps to build an ongoing dialogue with purpose and meaning.
Duration: They should take up to 15 minutes.
Prepare: Schedule it in advance so the meeting can focus on the employee, not day-to-day work. Indicate the purpose of the meeting to eliminate any fears and allow the person to think about the topics you want to discuss.
Questions: A stay conversation works better if you use a semi-structured, one-on-one conversation. Personalize this form to understand the most relevant topics according to the moment.
Agreements and actions: Discuss the next steps to achieving the goal of greater job satisfaction. It's important that the employee takes ownership of their job satisfaction and that you agree on how the leader can help.
Follow up: Schedule the next conversation right away. Keep track of the agreements for better accountability at the next meeting.
Question Types:
Building Rapport & Trust
How are you? How is life outside of work?
How do you feel your work/life balance is right now?
What’s one thing we could change about work for you that would improve your personal life?
What drives you? What motivates you to come to work each day?
Growth and development:
What is most exciting about your work? Least interesting?
What do you want to learn? What do you want to teach others?
What are your career interests? (professional preferences, areas, or businesses)
Do you identify any obstacles to achieving your goals?
What are three things can I do as your manager to help your professional growth?
What are three things you can do to advance your professional growth?
Checking on their General Happiness:
Are you happy with your recent work? Why or why not?
What worries you? What’s on your mind?
What would make you leave for another job?
Is there anything else you want to talk about that I can help with?
The best leaders don't wait for signs of trouble. They take preventive action to keep their talented people. Stay conversations provide an excellent opportunity to understand what engages people and connect them to their main priorities and motives. Most importantly, through stay conversations, we create solid foundations for a culture of trust and connection that can make all the difference between retaining the people you need and watching them walk out the door.
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For more Stay Conversations questions, download this free template.