In chapter 12 of the new book, The Executive Guide to Integrated Talent Management, Beverly Kaye suggests that managers have stay interviews with their team members. What are stay interviews? Here’s an excerpt from the book explaining how one might be conducted…
I probably haven’t told you this often enough, but you are important to this team and to me. I can’t imagine losing you. I know we’ve been through a rough time lately, and I want you to know how much I appreciate all you’ve done and the way you’ve done it. I’d like you to know that I want you to hang in here. I’d like to know what you want next. What do you want to learn? What career goals are you thinking about? What can I do to help you reach those goals? I’d like to know what will keep you here. And I’d like to know what could entice you away.
Thoughts, Joe and Wanda?
Joe Kerr: I have lots more “I-can’t-believe-I’m-saying-this-but-you-can-Stay-Interviews.” That’s where I berate team members for imbecilic blunders, but I can’t fire them because it’s too much of a hassle to replace them, and at least I know what I’ve got.
Wanda B. Goode: People like to feel appreciated. They like to know that they are making meaningful contributions. Talks like this are one way to let them know that they are valued. Beats having an exit interview any day.