Overview:
There is a strong business case for retaining your talent because:
Turnover is rampant
- Most resignations ever in the U.S. in April 2021
- 4% unemployment rate - 2.2% for college grads
- 63% of employees say it is likely they can find a job as good as the one they have
- 51% of employees & 60% of millennials are considering new employment opportunities
- The average tenure for employees in their 20s is less than 18 months
Turnover is expensive
- 16% of salary for jobs under $30,000 - replacing a $ 10-hour employee costs $3,328
- 20% of salary for $30-50,000 jobs - replacing a $40,000 employee costs $8,000
- Up to 213% of salary for management positions; replacing a $100,000 employee can cost $200,000
And your most talented employees:
- Are more likely to be recruited with more opportunities available to them
- Are the most expensive to replace
- May take top performers and/or customers with them
Managers account for 70% of the variance in employee engagement & retention with:
- 65% of employees leaving their boss – not their job
- Because of poor managers, productive employees leave organizations even when satisfied with the pay & perks
- The prism through which employees see their organization is their view of their manager
- Managers are the best resource for improving retention & engagement
The most important thing a manager can do is build trust with his/her direct reports. Employees who trust their managers stay & give their best. And stay interviews build trust because they:
- Re-recruit talent by understanding why employees stay or might leave
- Make employees feel valued while improving engagement, productivity & retention
- Reinforce good relationships between managers & employees, forge new ones & help repair those that are strained
- Identify employees’ needs & how those needs can best be met creating better employee experiences
- Prevent exit interviews.
AREA COVERED
The Objectives of Stay Interviews
What Stay Interviews Are
What Stay Interviews Are Not
Steps in Initiating a Stay Interview Program
Conducting Stay Interviews
- Frequency & length
- Techniques & skills
- Core stay interview questions
- Sample potential issues & related probes of employees
- Closing a stay interview
Following Through on Your Stay Interviews
- Components of a stay interview action plan
- Stay interview cautions
- The three-step process for retaining employees.
WHO WILL BENEFIT?
Anyone with leadership, management, or supervisory responsibility.
The Objectives of Stay Interviews
What Stay Interviews Are
What Stay Interviews Are Not
Steps in Initiating a Stay Interview Program
Conducting Stay Interviews
- Frequency & length
- Techniques & skills
- Core stay interview questions
- Sample potential issues & related probes of employees
- Closing a stay interview
Following Through on Your Stay Interviews
- Components of a stay interview action plan
- Stay interview cautions
- The three-step process for retaining employees.
Anyone with leadership, management, or supervisory responsibility.
Speaker Profile

Pete Tosh is Founder of The Focus Group, a management consulting and training firm that assists organizations in sustaining profitable growth through four core disciplines:Implementing Strategic HR Initiatives: Executive Search, Conducting HR Department Audits, Enhancing Recruiting, Interviewing & Selection Processes, Installing Performance Management Programs, Conducting Training Needs Assessments, Installing HR Metrics, etcMaximizing Leadership Effectiveness: Facilitating Team Building Initiatives, Designing and Facilitating 360 Performance Assessments, Executive Coaching, Measuring and Enhancing Employee Engagement and Performance, etcStrategic Planning: Facilitating Strategic Planning Events, Establishing Succession Plans, Installing Business Performance Metrics, etcEnhancing Customer Loyalty: Conducting Customer Satisfaction Surveys, Facilitating Customer Advisory Councils, Developing Standards of …
Upcoming Webinars


Risk and FDA Inspections: Anticipation, Preparation, Reacti…

Supervising a Human Error Free Environment: You can do a Lo…


The design was the leading cause of the most serious medica…

Wage and Hour Compliance : Avoiding Stiff Penalties Under F…

Data Integrity and Privacy: Compliance with 21 CFR Part 11,…

Enhancing Employee Engagement to Drive Organizational Perfo…

FMLA: The law, challenges, and application

Non-Compete Agreements in the Workplace Will Be banned in 2…

Effectively Controlling Conflict At Work: Practical Strateg…



All About Civility - Eliminating a Culture of Gossip Rumors…

AML Basics, Current Issues - Staying Compliant with the Reg…

Project Management for administrative professionals

Implementing a Robust Change Control Program - Key Elements…

Exempt vs Non-Exempt Employees: Understand the Difference a…

Zero Acceptance Sampling to Reduce Inspection Costs

3-Hour Excel Automation Boot Camp: Top Ten Excel Functions …


Remote Deposit Capture (RDC): Rules and Regulations - Legal…

I-9 Audits: Strengthening Your Immigration Compliance Strat…


Estate, Gift, and Generation-Skipping Transfer Taxes

Accounting For Non Accountants : Debit, Credits And Financi…

New Pregnancy Protections Regulations in the Workplace for …

Employee Documentation: Are You Collecting and Retaining Re…

What SECURE Act 2.0 Means for Tax Professionals