Overview:

Are you concerned about losing your top talent and having to replace them?

Or even wondering about the degree of satisfaction and engagement that exists within your department or team?

If so, then a simple practical tool for all leaders and managers is the Stay Interview. It's a new kind of interview which is growing in popularity. It's an informal conversation between you and your talented employees to better understand their goals and what motivates them so that they continue to be engaged and excited about their jobs. Stay interviews can also help you recognize some of the big, and even little frustrations, that have the potential to demotivate and drive your key people to start looking for a better job.

In this dynamic webinar you will dive into the why, when, and how of Stay Interviews—a proven strategy for strengthening employee engagement, improving communication, and reducing costly turnover. You'll gain practical tools, sample questions, real-life examples, and a roadmap to begin implementing stay conversations immediately. You will learn how to conduct stay interviews effectively, uncover what truly matters to your people, and take action—before it's too late.

Whether you're in HR, a team leader, or part of senior management, if you're serious about retaining your talent and creating a workplace where people choose to stay, this is a session you can't afford to miss.

Why should you Attend: Employee turnover is expensive, disruptive, and often preventable. Stay interviews are one of the most underutilized yet powerful tools for employee retention.

They are a valuable tool for improving employee retention and engagement by providing a structured opportunity for leaders and managers to understand employees' needs and address potential issues before they start looking elsewhere. Here's how stay interviews improve employee engagement and retention. They will:

• Identify and Address Concerns Early: They allow managers to proactively recognize potential problems that might be causing an employee to consider leaving. This could include workload issues, lack of recognition, career development or other problems that can cause them to start looking elsewhere
• Build Trust and Communication: The process of conducting stay interviews demonstrates that the organization values its employees and their input, fostering a sense of trust and making them more likely to stay with you
• Most Importantly Reduce Turnover Costs: By proactively dealing with issues and improving employee satisfaction, stay interviews can help reduce employee turnover, saving the organization time and money associated with hiring and training new staff

Therefore, by utilizing stay interviews as a management and human resource retention tool, organizations can create a more engaged and productive workforce as well as build a stronger, more resilient workplace culture.

Areas Covered in the Session: Adding stay interviews to your engagement and retention strategies can help your organization retain critical talent. This highly informative webinar will include these learning objectives:

• Recognize possible "triggers" or warning signs that cause stop talent to consider leaving
• Identify the 3 benefits and 3 challenges of implementing stay interviews within your organization
• Review a sample of interview questions and the follow up probes that will lead to the "real" issues impacting engagement or disengagement
• Be able to conduct effective stay interviews that result in a better understanding of the employees' experience within your team and organization
• Develop individualized stay plans with specific action steps to increase the employee's loyalty and commitment
• Review a "how-to-toolkit": Who to select; timing and frequency; the interview format; a seven-step interviewing process that leads to an effective and mutually satisfying conversation; follow-up action; and how t to respond to an employee's request besides just saying no or not now

Who Will Benefit:

• CEO's
• COO's
• VP of Human Resources
• Chief Learning Officer
• Directors
• Project Managers
• Operation Managers and Supervisors
• Team Leaders
• Human Resources Professionals