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This guide will walk you through the process, questions, and best practices for conducting stay / exit interviews.
By adding stay interviews to your repertoire you can gather data that will help you provide support where it’s needed most. And by adding exit interviews to your offboarding you gather data that helps you retain employees and create change that will make your company an even more attractive place to work.
Gather Valuable Insight
Because employee retention matters
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The information gathered from these interviews can show you the systems that aren’t working well, the leaders who need support, communication gaps, DEI concerns and the things you’re doing right so you can course correct where needed and promote the positives.
The dos, don’ts, and considerations of conducting these interviews.
Implement
Flexible questions so you’re not starting from scratch.
Design
The who, what, when, where and what next of stay / exit interviews.
PLAN
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Promote the positives
Use insights to recommend trainings
Nip DEI issues in the bud
Address outdated management styles
Let the interviews become a driver of change.
Create An Impact
use what you've learned to
I believe HR and OD professionals have the potential to positively impact culture and improve the working experience for everyone in their organization.
I’ve got more than a decade of consulting, coaching, facilitation and organizational development experience. I’ve worked as an internal leader at companies like IBM, Fidelity, Microsoft, and Talbots. And I know that people are at the heart of every organization - no matter the size.
(MBA, MSOD, PCC, Coach / Facilitator)
Hi! I'm Amanda.
- SENIOR MANAGER
I liked that Amanda's material had more opportunities for applying rather than just discussing and the specific spelling out of questions and processes to follow to be effective.
Stay And Exit Interviews
The Lead Bee Guide To
