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Dear Workforce What Are Ideal Questions for a Stay Interview?

We are designing a "stay interview" process to find out what employees like about working for our company, and what might push them to look for another job. We want to be ready when the job market becomes more attractive to applicants, so that we can keep our trained and specialized employees. Are there any questions that have been found to be particularly effective in getting employees to provide frank responses?
November 19, 2004
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Related Topics: Retention, Dear Workforce
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Dear Anticipation:
 
It's a great idea to survey your employees to learn what's working—and what's not. Employees appreciate the opportunity to respond, and the organization gathers valuable information, which is vital to its success as the job market really heats up this year.
Collecting responses anonymously is the key to receiving open and honest feedback. People want to be able to respond honestly with impunity. The alternative would be to hire an outside service, such as those that conduct exit interviews, so that people have a greater sense of confidentiality.
Now for the proposed questions:
  • Do you believe that our organization offers a quality product or service?
  • If not, what are your suggestions for fixing the problem(s)?
  • Do you have fun at work?
  • If not, what could we be doing to bring more fun into our workplace?
  • Do you believe that our leaders are enlightened and understand the value of people?
  • Do you feel like the organization cares about you? How does it take care of you?
  • Do you feel that your work is meaningful? Why? (Or why not?)
  • Do you feel good about the people you work with?
  • Looking at your total compensation package, do you think that you are fairly compensated for the work you do?
  • Does the company/organization give you ongoing opportunities to make a difference for the community and/or the world?
The concept of "re-recruiting" is an important one. Arranging this mechanism as an "early warning system" is an excellent idea, especially in light of the predicted skilled-labor shortages.
SOURCE: Joyce Gioia, strategic business futurist, The Herman Group, Austin, Texas, November 19, 2010
LEARN MORE: The True Value of Hiring and Retaining Top Performers.
The information contained in this article is intended to provide useful information on the topic covered, but should not be construed as legal advice or a legal opinion. Also remember that state laws may differ from the federal law.
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 The information contained in this article is intended to provide useful information on the topic covered, but should not be construed as legal advice or a legal opinion. Also remember that state laws may differ from the federal law.

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