Keep staff loyal: six key questions to include in your stay interview

Alan Price – Chief Operations Officer

August 01 2022

The gruelling Great Resignation continues to plague the UK, which puts pressure on businesses to hold onto their staff.

People are looking for better job opportunities – and this looks different for different workers. Some might crave flexibility, whilst others might prioritise progression. Either way, now’s the time to remind your workers why they have it so good with you.

A stay interview is a bit like an exit interview, only you’re finding out why your worker wants to stay.

Stay interviews help you find out what your worker enjoys and doesn’t enjoy about their role at the company. They’re personal. They’re collaborative. They build trust. So, you can take steps to improve their experience and give them an incentive to stay with you for the long haul.

Read on to discover the key questions to ask, so you can make the most out of your stay interview and keep staff loyal…

1. What kind of feedback would you like?

Sometimes, staff might lose motivation because they don’t feel they’re getting enough feedback.

How much feedback a worker needs is unique to the person. Some workers might not need a lot of reassurance, whilst others might thrive on positive feedback.

According to a study, 44% of employees change jobs because they don't feel they’re getting recognition for their work. If staff don’t feel valued for their contributions, they’ll start looking elsewhere.

Your workplace will be full of differing personalities and work styles. So, when you ask your worker what feedback they’d like, it helps you better understand what they specifically are looking for. So, you can help them do their best work and stay motivated.

2. Would flexibility help you succeed in your role?

Flexible working is becoming a huge selling point – and a must-have for some job seekers.

If staff don’t feel they can balance their work and home life, they might start to burn out. This means they’ll probably be less productive, less motivated, and more likely to look for jobs that provide that flexibility.

Flexible working might involve:

  • allowing staff to work from home or split their time between home and the workplace
  • flexitime – staff can start work earlier/later and finish earlier/later
  • reduced hours – staff work fewer hours, perhaps to make childcare easier to manage

Make sure this is something you can definitely offer before you pop the question though.

And even if you can’t offer flexibility, consider whether there’s an alternative arrangement or compromise you could make. The important thing is to be as open and accommodating as you can.

Because when you show you care about staff having a healthy work-life balance, you create happier workers – and happy workers are less likely to stray.

Thinking about setting up flexible working?

Speak to a HR expert to see whether it’s the right choice for you.

Learn more

3. What projects have you felt most proud of?

Find out what your staff have enjoyed working on the most. When you know their favourite projects and proudest achievements, it helps you find more projects you think they’ll enjoy.

Giving staff more projects they enjoy means you’re helping them to leverage their skills. So, they’ll be more likely to drive results and feel content in their role.

4. What would you change about your job?

This question helps you identify problems your worker might be facing personally and any wider issues with the company.

Your worker might be experiencing micromanagement from a colleague or stressful last-minute requests. Asking this question could help bring issues to your attention.

Your worker might be afraid to bring up issues, or they don’t know how to, which means they suffer in silence. As a result, they might become increasingly unhappy, stressed, and unmotivated – so they start looking for jobs elsewhere.

When you ask for honest feedback, you can find a way to resolve any issues together. This makes staff feel heard and supported by you, which makes them more likely to stay loyal.

5. Is there anything we can provide to help you progress?

Find out what your worker’s aspirations are. How are they hoping to progress?

Staff often leave jobs because they don’t see opportunities for progression. So, show them opportunities.

Ask your worker where they want to be in a few years’ time. Find out if they’re looking for training opportunities. If they are, see how you can accommodate this.

Show staff you can help them get to where they want to be, and they’ll be less likely to look elsewhere.

6. Do you clearly understand your goals and responsibilities?

If your worker doesn’t have clear goals, it’s unlikely they’ll stay motivated.

Your staff need to know how they’re helping your company succeed. Tell them why their role is important. Remind them that they are an important cog in the running of your business.

When you help your worker understand their goals and responsibilities, they’ll be more likely to share your values and feel connected to your company. Staff who believe in your company as much as you are the ones who stay committed.

Don’t let them walk away…

Stay interviews help you address the issues, but this is just the first part of the process.

Remember, to keep staff happy and loyal, you need to make lasting positive changes.

Creating changes can be a big step. You might want to set up flexible working, policies, or new company perks.

It’s hard to tell if you’re making the right decision for you. So, that’s why we offer HR support – to help you discover the best ways to create a happy, committed workforce without risk or time-wasting.

And why not continue to enjoy unlimited success at no extra hassle?

Whatever your query, we’re here to help. Speak to an expert directly via our online chat or call us on 0800 028 2420 

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