In today’s competitive job market, retaining top talent is more critical than ever. At LST, one of the most effective ways to ensure our employees remain engaged and committed is through Stay Interviews. Unlike exit interviews, which focus on why employees are leaving, Stay Interviews are positive, future-focused conversations designed to improve the well-being of our workforce and enhance the overall culture of our organization.
Why Stay Interviews Matter
Stay Interviews provide a unique opportunity to understand what keeps our employees motivated and what changes we can implement to make their experience even better. These conversations can turn potential challenges, such as the loss of a valued teammate or management transitions, into moments of recommitment, strengthening the connection between leaders and their employees. By focusing on the people who are staying, we can proactively address concerns and foster a more supportive and engaging work environment.
Categories of Stay Interviews and Their Importance
General Experience & Engagement
- Positives: Understanding what employees look forward to each day and what they enjoy most about working at LST helps us identify and reinforce the aspects of our culture that are most appreciated. For instance, during a recent Stay Interview, an employee shared that they look forward to the collaborative team meetings every morning, which set a positive tone for their day.
- Motivation: Knowing what keeps employees motivated in their roles allows us to tailor our strategies to maintain and boost their enthusiasm. One employee mentioned that the opportunity to work on innovative projects keeps them excited and engaged.
- Company Culture: Gathering feedback on how employees perceive our company culture and whether it aligns with their values helps us ensure that our organizational environment is supportive.
Retention & Future Outlook
- Retention Factors: Asking employees what would delights them and whether they feel appreciated helps us identify key factors that contribute to their decision to stay. For example, an employee expressed that receiving more recognition for their hard work would significantly boost their morale and commitment. We added a practice to our bi-weekly all-hands updates to give “kudos” to our employees directly from our customers and team leads.
- Job Satisfaction: Understanding what changes employees would like to see in their roles allows us to make targeted improvements that enhance job satisfaction and retention.
- Adapting to Change & Organizational Shifts
- Impact of Changes: Discussing how recent changes have affected employees’ experiences helps us understand the impact of organizational shifts and identify areas for improvement in communication and support. An employee shared that the recent leadership transition was challenging but appreciated the transparent communication from management, which helped ease the transition.
- Key Departures: Understanding the impact of key colleagues or managers leaving helps us address any gaps and provide additional support where needed. One employee mentioned that the departure of a key team member affected their workload, and we are now working on redistributing tasks to ensure a balanced workload.
Work Environment & Support
- Team & Manager Support: Seeking input on how supported employees feel by their managers and teams helps us ensure that our leadership is effective and that our teams are collaborative and supportive. Employees shared that their manager’s open-door policy makes them feel valued and heard.
- Tools & Resources: Identifying any gaps in tools and resources allows us to provide the necessary support for employees to perform their jobs successfully. One employee mentioned that having access to more advanced software tools would enhance their productivity, which we are now exploring.
- Work-Life Balance: Understanding what changes could improve work-life balance helps us create a more sustainable and supportive work environment. An employee suggested implementing wellness programs to promote a healthier work-life balance.
Career Growth & Development
- Professional Development: Discussing opportunities for professional growth and advancement helps us ensure that employees feel they have a clear path for development within LST.
- Skills Development: Identifying areas where employees would like to develop further allows us to provide targeted training and development opportunities.
- Leadership Support: Ensuring that employees receive the support and resources they need from leadership and HR helps us foster a culture of continuous growth and development.
Stay Interviews are a powerful tool for enhancing employee engagement and retention at LST. By focusing on the experiences and needs of our current employees, we can create a more supportive and engaging work environment that encourages long-term commitment. Their feedback is invaluable in helping us shape future policies, leadership approaches, and workplace improvements. Together, we can make LST a great place to work for everyone.