Stay Interviews

Are You Hiring for a Calling or a Job? It Impacts Retention

Those who experience their work as a calling are most likely to feel a deep alignment between their vocation and who they are as a person. However, they are also most likely to act faster to leave than other employees when they have mistrust of management because they bring high degrees of expectations that escalates frustration quicker when stifled by a poor boss. What to do?
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Best Employee Engagement Gauge: 1-Day Survey or 1-on-1 Conversation?

Best Employee Engagement Gauge: 1-Day Survey or 1-on-1 Conversation
As important as engagement is, what do you think provides the best data? A one-day snapshot survey or a regularly scheduled one-on-one manager to employee conversation. To truly know how our employees feel about their jobs every day, we know conducting Stay Interviews are the best way to ask, listen, probe, and respond to individual problems and needs. That’s how to truly gauge employee engagement and improve employee retention.
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How Employee Turnover Is Like Losing a Marriage

How Employee Turnover Is Like Losing a Marriage
“The things that destroy love and marriage often disguise themselves as unimportant. They’re not bombs and gunshots. They’re pinpricks. They’re paper cuts.” The common thinking about why employees quit is usually pay, benefits, career paths, and other broad one-size-fits-all expressions. The reality though is that many employees are quitting their jobs today because of the hundreds of paper cuts by their direct supervisors.
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To Retain Your People, Supervisor Trust Stands Alone

To Retain Your People, Supervisor Trust Stands Alone
It seems too intangible or simple to say that supervisors who build trust will improve retention, even more than traditional solutions like pay, benefits, onboarding, training, and everything else. But it’s true that the the lens through which your people see their relationship with their manager is how they see your company.
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