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HRTrainOnline is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CP® or SHRM-SCP®.
1-hour educational program = 1 PDC.
1-hour and 15 minute concurrent conference session = 1.25 PDCs.
3-hour e-learning course = 3 PDCs.
A stay interview is the key to uncovering the real reasons why your employees are dedicated and loyal. By engaging in meaningful conversations with each of them, you can discover what influenced their decision to join your organization, as well as gain insight into which aspects they enjoy most (and least!).
Moreover, it's a great way for managers to get an honest assessment of how effectively objectives or dreams are being fulfilled at work - plus any potential areas that may be causing staff members to consider leaving!
Forbes recently shared the benefits of stay interviews, demonstrating why organizations should consider them. According to their insights, these sessions can help you identify patterns and areas in need of improvement as well as gain a better understanding of what your staff needs for continued success. Most importantly, they also provide insight into employees' underlying motivations - something that has proven essential for today's workplace environment!
Stay interviews offer a personalized and resourceful approach to employee retention. Organizations can develop an understanding of what drives their employees without spending too much, while also sparking excitement among them! Plus, this method focuses on identifying solutions that prevent any major turnover triggers in the future. The data collected from these interviews can be used to make informed decisions about employee development, compensation, and other initiatives to improve employee engagement. Ultimately, stay interviews are beneficial for both employers and staff alike as it's cost-effective yet informative - making sure all involved leave feeling appreciated and motivated.
Stay interviews are one of the most important tools for effective employee engagement. They are designed to assess an employee’s job satisfaction, motivation, and engagement and provide feedback that can be used to retain talent and increase employee satisfaction. This course will provide a comprehensive overview of stay interviews and provide guidance on how to conduct them effectively.
In this one-hour webinar, talk about:
Why you should Attend:
- Understand the purpose of stay interviews and who should receive them
- Learn how to effectively prepare for a stay interview and who should conduct them
- Explore the benefits of stay interviews and how to foster an environment once the interview has concluded
- Understand what managers learn from stay interviews and exit interviews
- Learn how to invite an employee to a stay interview
- Learn what questions to ask in a stay interview and how to prepare for pushback
Conducting a stay interview for the first time can be intimidating. It is a big step for managers, as they need to approach the conversation in the right way, while still making their employees feel comfortable. Managers must also ensure they are prepared with the right questions and that they understand the importance of the information they will receive.
Additionally, managers must be aware of any potential biases they may have and take steps to ensure they remain objective and open-minded throughout the interview. It is important for managers to remember that the goal of the stay interview is to create an open dialogue and gain insight into why employees choose to stay with the company.
Areas Covered in the Session:
Who Will Benefit:
- What is the reason for stay interviews?
- Is a stay interview a good thing?
- How do I prepare for a stay interview?
- What is the downside of stay interviews?
- Is a stay interview the same thing as an exit interview?
- Why are stay interviews better than exit interviews?
- How do you invite an employee to a stay interview?
- What questions are asked in a stay interview?
- HR Professionals
- HR Managers
- HR Directors
- HR Generalists
- Human Resource Business Partners
- VP of Human Resources
- Chief Learning Officer
- Project Managers
- Operation Managers, and Supervisors
- Team Leaders
- Staff Managers and Supervisors
Brenda Neckvatal is an international award-winning HR professional and two time Best Selling Author. Not only does she help business leaders get the people side of their business right, she is a specialist in crisis management, government contracting HR compliance, and mentor to rising entrepreneurs, business leaders, HR champions and professionals.
Brenda has been featured in Forbes, Fast Company, Inc, as well as US News and World Reports. She started as an HR sprout after a solid fourteen-year career in retail management. She really enjoys helping people solve their unique problems, and human resources offered her the ability to support her co-workers more. Having the benefit of working for six Fortune 500 companies, she converted her experience into advising her audience to use tried and trusted best practices that help small businesses achieve their workforce goals.
In her combined 30-year career in human resources and business, she has consulted with over 500 small businesses and C-suite leaders. She has optimized employee effectiveness and helped mitigate the high costs associated with making hasty employment-related decisions.
She has been involved with employee situations where they have engaged in workplace violence, a near stabbing, deliberately inciting fear in other coworkers, stalking women, breaches of protocol around national security, assault, suicide, death, homicide, and a potential active shooter.
Brenda is a devoted volunteer in the Navy SEAL Community and is constantly finding new ways of supporting veterans of Naval Special Warfare. She dedicates 32 weeks a year to working with The Honor Foundation to support the career transition of Special Forces personnel by providing them with her knowledge, insight, and creativity.
Perseverance, integrity, and relentless optimism are just a few of the ingredients that make up what you experience when meeting and working with Brenda.