I haven’t written in a while due to the virus, a long, difficult job and some mental health struggles.
This has been a most challenging 15 months for me and many of you as well. I have made the decision to migrate. I’m moving closer to where I feel my life will be in alignment and my mental health will flourish.
A warm environment. A new job. A new home. As I travel down the highways of the states, I see many cars and trucks with all their belongings packed in trailers, and storage units on top of their vehicles. I am not the only one.
If this experience has taught us anything, it has shown us to be true to ourselves, be closer to family, to find companies that are worthy of our time, and not to let that work/life balance line blur just because we are working from home.
Working 14 hours a day and weekends is not healthy when you can’t do anything else. Now we are getting vaccinated. Now shops and other businesses are opening back up so we can start to resume life again. I just don’t want us to do this too soon to start another wave. I want this to go away!
Well, I am headed for a new place, just me and my bird. I’m excited to be on this journey and start blogging again. I hope you can join me.
Let me know if you are making a big “COVID” move, or know someone who has. I would love to hear their story!
How Important is Employee Retention?
If you want to keep good employees in your organization you need to ask your team how they are doing. Don’t just rely on the annual performance review for your communication. You should be speaking to your team at least quarterly and I like to work with my managers and supervisors on conducting “Stay Interviews”.
What is a Stay Interview?
It’s a conversation that increases employee engagement and retention.
These structured questions are asked
in a casual manner and usually take only about thirty minutes. Here are some
- What makes you get up and come to work each morning?
- What keeps you home pressing the snooze button?
- Do you believe your work here is meaningful?
- Have you ever considered leaving this job for another opportunity?
- What can I do as your manager to make your work experience better?
- If you could change something about your job, what would it be?
- What motivates you?
- What might tempt you to leave?
Hey, Wait a Minute…You Asked if they Would Leave?
Yes, I did and you should too. This
is not used as a means to punish people and there definitely should be NO
retaliation for any answers you receive. This is an information gathering
meeting so you may retain the employees that are doing the best job for your
team, department, and organization. Remember, that stay interviews are
conducted to help managers understand why employees stay with the company and
what might cause them to leave.
is a Two-way Street
Make sure you give the employee
plenty of warning for this meeting so they have time to prepare and feel
comfortable asking you questions during this one-on-one time. In fact,
encourage them to come with questions and suggestions.
If you stay on a regular schedule
with these interactions your teams will be increasingly engaged and come to
expect them. That would be an incredible result! These are only a sampling of
the questions that you can ask your team.
these Simple Rules
Never promise something you can’t
deliver. This would be a raise, bonus, or promotion. Keep asking them what you
can do for them. You are bound to find one or two things you can do for them.
The second thing to remember is to
keep these meetings short and sweet. Thirty minutes is the maximum. If the
conversation is great and you are both communicating in ways you haven’t before
then by all means don’t cut them off, just remember you have other people on
your team and want to be fair and consistent.