Solutions / Employee engagement and retention
Catch the exit before it is decided.
Stay-interview programs that surface disengagement in your key people while there is still time to act.
By the time someone is polishing their resume you have already lost the chance to change their mind — the warning signs showed up months earlier. We build stay-interview programs and flight-risk diagnostics that surface disengagement in your key people while there is still time to act. Catch the exit before it is decided, not after.
Signals you have this problem
- Resignations arrive as surprises.
- A previously engaged person has quietly gone flat.
- Key people have not had a career conversation in over a year.
- You learn what mattered to someone during their notice period.
What the engagement looks like
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Identify who to talk to
Start with the people whose departure would hurt most, rather than attempting the entire organization.
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Train the interviewer
A stay interview conducted badly reads as an interrogation. The questions and the posture both matter.
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Run the conversations
What keeps you here, what would make you consider leaving, and what would you change. Held by the manager, not by HR.
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Act visibly
At least one thing changes as a result, or the next round of conversations gets nothing honest.
Common questions
Does asking about leaving put the idea in someone’s head?
No. People who are considering leaving are already considering it. What the question does is give them a reason to raise it while you can still respond.
Who should conduct them?
The direct manager in most cases, because the relationship with the manager is usually the variable in question. Where the manager is the problem, someone else should.
How often?
Twice a year for key people. Frequently enough to catch drift, rarely enough to stay a real conversation.
Related work
This engagement frequently runs alongside our assessment work.
Start stay interviews.
A short conversation is usually enough to tell whether coaching, training, or assessment is the right starting point.