The Power Of Stay Interviews For Engagement And Retention
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The Power of Stay Interviews for Engagement and Retention by Richard P. Finnegan Pdf
For decades organizations have struggled to better engage and retain their best employees. This book proposes a proven and proactive approach, the Stay Interview: an easy-to-use tool to uncover, anticipate, and resolve issues and concerns before your best employees leave. --
Of all the obstacles and surprises managers know are heading their way each day, the one they least anticipate and prepare for is the resignation of a seemingly happy and extremely valued employee. It’s the cement truck they never saw coming their way--but they could have.This invaluable resource introduces managers to a powerful new engagement and retention tool that they absolutely must begin utilizing ASAP: the stay interview. Smart companies and managers who have realized the importance of being proactive with their employees and not taking anything for granted have begun conducting these periodic reviews in order to discover why their important talent might leave and to solve any problems before they actually quit.Written by the retention expert who pioneered the process, The Stay Interview shows managers how to: • Prepare for the stay interview• Anticipate an employee's top issues• Respond to difficult questions• Listen effectively and dig deeper• Craft a detailed and effective stay plan complete with timeline• Assess each employee's level of engagement, predict potential exits, and communicate results to upper managementWhen you have the right people in place, you can’t risk losing them. Complete with the five best questions to ask and sample scripts for different situations, The Stay Interview provides the key to saving yourself unnecessary headaches and surprises.
The Power of Stay Interviews: Secrets to Retaining Talent by Gerard Assey Pdf
"The Power of Stay Interviews: Secrets to Retaining Talent" is a comprehensive guide for managers, leaders, and HR professionals seeking to improve employee retention. Stay interviews, conducted while employees are still with the organization, offer a proactive approach to understanding and addressing employee needs. This book covers the fundamentals of stay interviews, including their purpose and benefits, and provides practical tips for conducting effective interviews. It also explores advanced techniques, such as integrating stay interviews into performance management processes and using them to support employee well-being and mental health. Through real-life examples, sample questions, and actionable steps, this book empowers readers to implement and continuously improve their stay interview practices, ultimately creating a more engaged, satisfied, and loyal workforce.
Raise Your Team's Employee Engagement Score by Richard Finnegan Pdf
Employee engagement matters in a company. That is indisputable. And love it or hate it, still the best way to calculate just how engaged your company’s employees are, is the under-utilized employee engagement survey. But this shouldn’t just be busy work, nor should it be underestimated how important these scores are in predicting your company’s success. An enthusiastic workforce translates into higher productivity and profitability with less turnover and absenteeism. Fully committed workers will give their all every day--and it's your job to make that happen.In Raise Your Team's Employee Engagement Score, a practical, researched-based playbook that's applicable to any type of business with staff, retention expert Richard Finnegan reveals and discusses in depth the keys to increasing employee engagement:• Building trust with your team• Implementing stay interviews• Developing an employee value proposition• Hiring employees are self-motivate• Measuring progress and forecasting future engagement• And more!Forget employee-of-the-month awards! Stop wasting money on company picnics! If you want to see real results in raising your employee engagement survey scores--at no cost--begin implementing the proven techniques in this book now.
Hello Stay Interviews, Goodbye Talent Loss by Beverly Kaye,Sharon Jordan-Evans Pdf
Stay interviews prevent exit interviews! You can't afford to lose them. They're your stars and your solid citizens. You wonder if they're happy in your organization—and what might keep them there. To find out, you could: A. Conduct a survey—then try to guess who said what. B. Take note of their latest tattoos. Is your company logo among them? C. Ask, “What will keep you here?” The correct answer is C. It's the opening line of a great stay interview, and it could make the difference between keeping and losing your best people. Worried that your talented people will want things you can't deliver, like more money or a big promotion? Beverly Kaye and Sharon Jordan-Evans have a simple four-step process for dealing with that. Not sure how to get started? They provide dozens of suggested questions and icebreakers. Think you don't have time? They offer all kinds of creative time-saving options for where, when, and how you can do stay interviews.
Help Them Grow Or Watch Them Go by Beverly Kaye,Julie Winkle Giulioni Pdf
Kaye and Giulioni identify three broad types of conversations that have the power to motivate employees more deeply than any well-intentioned development event or process to help with career development.
The signs of discontent are all there, yet they are ignored. Workplaces are suffering from unnecessary turnover, unfilled positions, lost customers, overworked staff, and compromised profit. Taking the guesswork out of engagement and retention, EmployER Engagement is the fresh and dissenting voice on the employment relationship. You’ve heard it too many times: “I’ve got to update my résumé.” “I can’t work for that jerk anymore.” “I’m sick of having that carrot dangling in my face.” “This is a dead-end job; I’m out.” It happens every day. The signs of discontent are all there, yet they are ignored. Workplaces are suffering from unnecessary turnover, unfilled positions, lost customers, overworked staff, and compromised profit. Employee morale is flat, clever but empty perks continue to fail, and everyone knows that employee engagement scores are a joke. Poaching is the new best practice, and employees are bailing. Like it or not, employees have control in this high-stakes, employee-in-control market. And this employee market will continue for some time. It’s simple demographic science. US workers will hold the hammer for years to come. Here’s the deal, employer: There are plenty of people to do all the work that needs to be done; they’re just working somewhere else. Employees don’t need you; you need them. So how can you recruit the best employees and keep them working for you? The answer is clear: companies CAN and MUST become better employers. Taking the guesswork out of engagement and retention, EmployER Engagement is the fresh and dissenting voice on the employment relationship.
The 7 Hidden Reasons Employees Leave by Leigh Branham Pdf
People are four times more likely to leave a job because of something going on in the office than for an outside opportunity. Based on research performed by the prestigious Saratoga Institute, The 7 Hidden Reasons Employees Leave offers real solutions to help leaders overcome the costly problem of employee turnover. The book examines the factors that contribute to turnover--such as manager relationships, lack of trust in senior leadership, company culture, salary, and benefits--and teaches readers how to navigate these obstacles and avoid them in the first place. You’ll learn skills such as aligning employee expectations with the realities of the position, avoiding job-person mismatches, and providing feedback and coaching that breed employee confidence. Now incorporating results from author Leigh Branham’s “Decision to Leave” post-exit survey, the second edition features new research in employee engagement as well as innovative best practices for retaining employees in a down economy. By revealing what can be done to hold on to the people who provide the most value to the organization, The 7 Hidden Reasons Employees Leave helps leaders increase their teams’ morale, productivity--and the company’s bottom line.
"The Power of Stay Interviews: Secrets to Retaining Talent" is a comprehensive guide for managers, leaders, and HR professionals seeking to improve employee retention. Stay interviews, conducted while employees are still with the organization, offer a proactive approach to understanding and addressing employee needs. This book covers the fundamentals of stay interviews, including their purpose and benefits, and provides practical tips for conducting effective interviews. It also explores advanced techniques, such as integrating stay interviews into performance management processes and using them to support employee well-being and mental health. Through real-life examples, sample questions, and actionable steps, this book empowers readers to implement and continuously improve their stay interview practices, ultimately creating a more engaged, satisfied, and loyal workforce.
Six Sigma changed the face of manufacturing quality. Now, HumanSigma is poised to do the same for sales and service organizations. Human Sigma offers an innovative, research-based approach to one of the toughest challenges businesses face today: how to effectively manage the employee-customer encounter to drive business success. Based on research spanning 10 million employees and 10 million customers around the world, the Human Sigma approach combines a proven method for assessing the health of the employee-customer encounter with a disciplined process for improving it. Human Sigma is based on five rules to bring excellence to how employees engage and interact with customers: RULE #1: E Pluribus Unum. Employee and customer experiences must be managed together — not as separate entities. RULE #2: Feelings Are Facts. Emotions drive and shape the employee-customer encounter. RULE #3: Think Globally, Measure and Act Locally. The employee-customer encounter must be measured and managed at the local level. RULE #4: There Is One Number You Need to Know. Employee and customer engagement interact to drive enhanced financial performance. And this interaction can be quantified and summarized with a single performance metric. RULE #5: If You Pray for Potatoes, You Better Grab a Hoe. Good intentions alone do not constitute a plan of action. Sustainable improvement in the employee-customer encounter requires disciplined local action coupled with a companywide commitment to changing how employees are recruited, positioned in roles, rewarded and recognized, and importantly, how they are managed. Essential reading for global business leaders, Human Sigma shows how sales and service companies can flourish in the new global economy. It reveals a profoundly different method for managing human systems for growth. Blending strategic analysis with hands-on, practical steps and advice, Human Sigma will change how you view your work, your employees and your customers forever.
From the creator of the popular website Ask a Manager and New York’s work-advice columnist comes a witty, practical guide to 200 difficult professional conversations—featuring all-new advice! There’s a reason Alison Green has been called “the Dear Abby of the work world.” Ten years as a workplace-advice columnist have taught her that people avoid awkward conversations in the office because they simply don’t know what to say. Thankfully, Green does—and in this incredibly helpful book, she tackles the tough discussions you may need to have during your career. You’ll learn what to say when • coworkers push their work on you—then take credit for it • you accidentally trash-talk someone in an email then hit “reply all” • you’re being micromanaged—or not being managed at all • you catch a colleague in a lie • your boss seems unhappy with your work • your cubemate’s loud speakerphone is making you homicidal • you got drunk at the holiday party Praise for Ask a Manager “A must-read for anyone who works . . . [Alison Green’s] advice boils down to the idea that you should be professional (even when others are not) and that communicating in a straightforward manner with candor and kindness will get you far, no matter where you work.”—Booklist (starred review) “The author’s friendly, warm, no-nonsense writing is a pleasure to read, and her advice can be widely applied to relationships in all areas of readers’ lives. Ideal for anyone new to the job market or new to management, or anyone hoping to improve their work experience.”—Library Journal (starred review) “I am a huge fan of Alison Green’s Ask a Manager column. This book is even better. It teaches us how to deal with many of the most vexing big and little problems in our workplaces—and to do so with grace, confidence, and a sense of humor.”—Robert Sutton, Stanford professor and author of The No Asshole Rule and The Asshole Survival Guide “Ask a Manager is the ultimate playbook for navigating the traditional workforce in a diplomatic but firm way.”—Erin Lowry, author of Broke Millennial: Stop Scraping By and Get Your Financial Life Together
The digitalization of businesses calls for new forms of leadership and collaboration, as traditional human resources strategies are reaching their limits. Personal responsibility, networking and diversity are increasingly recognized as key prerequisites for agility, adaptability and innovativeness. This book encourages HR managers who want to be pioneers of, or support, digital transformation to rethink their HR strategies. It begins with a clear illustration of the difference between stability and agility in leadership and organization. Building on this, it then guides the reader through a broad range of relevant HR topics and how they compare to the new strategic orientation. All major aspects of HR management are addressed, including recruitment, learning, talent management, remuneration, performance management, corporate training, executive development and change management. Providing a comprehensive, practical, differentiated and non-dogmatic alternative to traditional approaches, the book is a must-read for all those who are concerned with sustainable HR management in the era of digitalization.
