ERC offers both Stay Interviews and Exit Interviews to support a comprehensive employee feedback program. By engaging in meaningful conversations with your team members throughout their tenure, we aim to help you uncover insights to increase retention, boost employee engagement, and gain valuable insights into the factors driving turnover. Our expert facilitators can help you build a stronger, more resilient workforce by tapping into the valuable perspectives of your employees, both present and past.
In today’s competitive job market, retaining talent is essential to the success and growth of any organization. Companies invest significant time, effort, and resources in attracting and hiring the best employees, but it’s equally important to focus on strategies that keep them engaged and committed in the long run. This is where Stay Interviews come in. ERC offers a comprehensive service designed to improve employee engagement, increase retention rates, and reduce “quiet quitting.”
Stay interviews are a proactive approach to employee engagement that usually involve one-on-one conversations with employees but can also be done via focus groups.
Unlike traditional exit interviews, which are conducted when an employee is leaving the organization, stay interviews take place while the employee is still actively employed.
The goal is two-fold: to identify what is keeping employees (individually and collectively) at your organization and to learn if there are other things that can be done to strengthen their commitment to the organization even more.
Here’s how it works:
Employee Engagement Survey
To get the most out of Stay Interviews, it’s best to start with an Employee Engagement Survey. This provides a platform for employees to share their feedback anonymously across all factors that drive engagement, enabling us to identify patterns and themes to follow-up on during the interview process.
Our team of experienced HR professionals collaborates with your organization to develop a tailored stay interview structure that aligns with your company culture, values, and goals. We take into consideration industry best practices and customize the approach to address specific challenges and opportunities within your organization. We also provide a communication template and best practices to aid the organization in announcing this important initiative
to their employee population.
One-on-One Conversations generally last around 20 minutes and can be conducted on-site or virtually. All individual responses are kept anonymous and confidential. Only collective patterns and themes are shared.
Focus Groups generally include 8-12 people, last around one hour, and are usually facilitated on-site.
Conducting stay interviews can be tricky, as employees may be unfamiliar with the goal and process. Conducting stay interviews through a third party like ERC allows an organization to position them as a unique form of recognition, setting the stage for a positive experience and facilitating candid dialogue about true motivators. Also, our experienced HR Consultants know when and how to ask follow-up questions to uncover helpful insights.
After the interviews, ERC develops a summary of conversations and provides a report with actionable insights from the interview data. We provide analysis of the common themes and trends identified during the interviews, enabling your organization to make data-driven decisions and implement targeted strategies for improvement.
When an employee decides to leave an organization, it presents an opportunity for valuable insights and learning that can contribute to the company’s future success. Exit Interviews are a crucial tool in gathering feedback, understanding employee experiences, and identifying areas for improvement. ERC’s Exit Interviews service is designed to optimize the value of exit interviews and facilitate knowledge transfer, enabling your organization to learn and grow from every employee departure.
Exit Interviews offer the following key features:
Our team of HR professionals provides organizations with structured exit interview questions and can adjust them based on their specific needs. We provide a set of questions that delve into the employee’s experiences, reasons for leaving, and suggestions for improvement, ensuring that no valuable information is overlooked.
Conducting exit interviews can be challenging, as departing employees may feel hesitant to share their true thoughts and experiences. Conducting exit interviews through a third party like ERC creates a more comfortable environment, encouraging departing employees to provide honest and constructive feedback. Our HR consultants are also experienced and know when to gently probe deeper for the truth.
Confidentiality and Anonymity
Confidentiality is paramount in exit interviews. No matter the company size, ERC’s exit interviews ensure that all responses are treated with the utmost confidentiality, allowing departing employees to share their thoughts openly and honestly. ERC’s
agreement with the employer establishes parameters that ensure individual employee responses remain anonymous and the organization receives meaningful, actionable insights.
Analysis and Reporting
After a series of Exit Interviews, ERC can provide a summary of findings that highlights common themes, trends, and patterns emerging from the feedback. These insights help organizations identify recurring issues, gaps, and areas for improvement, providing a foundation for strategic decision-making and action planning. ERC is also equipped to provide custom recommendations and help implement solutions.
Exit Interviews vs. Stay Interviews
|Exit Interviews||Stay Interviews|
|Employees exiting the organization||Employees you want to retain|
|Uncover what’s causing employees to leave||Uncover what’s motivating employees to stay|
|Conducted once||Conducted annually|
|Conducted between day employee resigns and employee’s last day||Conducted anytime that does not coincide with performance reviews|
|Conducted via phone or virtual meeting||Conducted via virtual meeting or in person|
|1-on-1 conversation||1-on-1 conversation or small group(s)|
What’s the Same?
- Ideally implemented in follow up to an employee engagement survey
- Use a third party
- Anonymous and confidential
- Structured interview with targeted questions
- Expert interviewer
- Summary of patterns, themes, trends