Research findings show that the trust between managers and their employees is the foundation for building loyalty and engagement. In fact, the lens through which individuals view their direct managers is the perspective of how they view your entire organisation.

Thus, organisations see value in their managers conducting stay interviews directly with their team members.

“Gallup has found that 52% of exiting employees say their manager could have done something to prevent them from leaving.” (Gallup, 2019). Do not discount the power of managers in anticipating and preventing regrettable turnover.

A trusting relationship in business between a manager and an employee is personal and hugely important. Trust encompasses daily interactions between a manager and an individual affecting how they feel valued and supported to succeed.

Given the importance of trust in any relationship, it is surprising how often it is absent in managerial relationships.


Research tells us that stay interviews build trust

The manager communicates with individual team members to show that they care and want them to stay and develop with the organisation.

The responsibility of Retention and Engagement is accepted by each manager, who is also held accountable based on metrics.

The open dialogue that stay interviews provide mean that employees are more likely to accept the ownership for staying.

The main findings from the Great Place to Work Institute, which is behind Fortune 100 Best Places to work is – ‘Our 20 years of research have proven that trust between managers and employees is the defining primary characteristic of the very best workplaces’

Research Partners Retention can help to set your Stay Campaign up for success

Research Partners take the time to understand your business and support your organisation with various analysis to identify areas of strength and weakness with your current retention strategy, as each organisation, situation and objective is unique.

Research Partners provide consulting in the following areas:

  • Retention audits
  • Identifying and targeting employee segments and work with management to develop solutions to retain talent
  • Determining stakeholder responsibilities
  • Creating stay interview questions relevant to your campaign
  • How to integrate data from exit surveys and interviews, engagement surveys, and stay interviews for optimum success
  • Working with your organisation to support you with your stay plans

Turn action into Insight – What to do after the interview – Stay Plans

Retention interviews are only beneficial when action is taken based on the data that has been collected. It is counteractive to ask for employee feedback and then do nothing with it as this may lead to distrust and dissatisfaction.

Action starts by evaluating the notes from each individual interview and translating this into a customised stay plan for each employee.

Stay interview plans create structure for leaders to write in actual steps they will take as a result of their interview. As each employee must also have accountabilities within their stay plan that they are responsible for.

Stay plans must be customized and specific to addressing each individual’s most important issues with either a clear way for moving forward or by providing a transparent reason for saying no. It is essential leaders must identify and address the most critical issues rather than ignore them if they are unable to address them.