Your Stay Interview questions are extremely important. But, with so many possible options available – where do you get started?
It’s important to get your Stay Interview questions right. Getting it wrong can mean that you invest your time, energy and resources into asking the wrong questions.
This can lead to poor retention data. If your data doesn’t tell you anything about why your employees stay – it’s a wasted opportunity.
At first, you will invest your time, energy and resources into figuring out which questions are most beneficial to your company. As a result, your data may be skewed for a short period of time. But, this investment will enable you to narrow down your questions to those which are most effective. It’s important to remember that there is no ‘one-size-fits-all’ when it comes to the right questions to ask.
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Here at some tips to consider, when forming your set of perfect questions:
1. What do you want to do with the stay-interview data after?
First and foremost, this is a battle between qualitative and quantitative data.
Do you want to collate all of the data into a graph at the end? Then consider using questions that translate into quantitative data.
Do you want to file a report on all of the reasons why your employees leave or stay? If so, open and probing questions will deliver more qualitative data.
In our experience, a mix of both may be the best option. Qualitative data can take a long time to analyse. Our clients tell us that, if there is one thing they are guilty of, it’s not taking the time to properly analyse the results.
Similarly, too much quantitative data can generate simplistic evidence – it won’t explain everything in as much depth as may be beneficial.
2. Your company values
You would like to think, considering this individual has a job at your company, that they are familiar with your company values.
Better yet – you would like to think that, whilst they are at work, they live and breathe your company values.
Many companies have a set of core values. Consider incorporating your company values into yourStay Interview questions.
Try basing some of the questions entirely around your core values. This will, indirectly, allow you to get a feel as to how engaged the employee is.
3. Avoid questions that contribute to the ‘Company Ego’
Having reviewed hundreds of Stay Interviews, we know that questions such as “Why are we the best company to work for?” are, without a shadow of a doubt, to be avoided. However, they still crop up time and time again. You don’t want to give the impression to the employee that the ‘Company Ego’ is more important to you – especially not in their Retention Interview.
Asking these sorts of questions generates extremely biased data and feedback – meaning that it’s completely invaluable to you. If you ask questions with the obvious answer, don’t be surprised if the majority of people tell you about how amazing your company is.
Questions that go for an extra level of depth can be much more beneficial. Try one of our favourites – “If you were approached by an external recruiter about a new role elsewhere, what reasons would you give them for wanting to stay here?”
This type of situational question is more real-life. Your new hire will have time to reflect. This should allow you to elicit much better evidence about the new-starter experience.
