Want to do more to address employee turnover? Start with a stay conversation to learn about needs, motivations and engagement drivers.
Recently, I made the decision to leave my job. Part of the reason is that no one asked me what I needed in order to stay.
In the five and a half months I worked here, I never had a check-in meeting or one-on-one with a supervisor. Even though our internal policies ask for a 3-month evaluation, I never shared what I wanted or needed to stay.
Only in my last conversation, when I turned in a letter of resignation, did anyone ask me what I wanted in order to stay. By that point, there was nothing I wanted or needed from this organization
Yet, I wonder what would have happened had I been asked earlier what I needed. What if I had been asked to stay before I decided to leave?
Start with a Conversation
Authors Denise Mclain and Iseult Morgan, in Overwhelmed by Employee Turnover? Have Stay Conversations by Gallup Workplace, shared the increasing need for “stay” conversations with staff. “One of the best ways to outmaneuver turnover is to have frequent, meaningful conversations with employees. Now more than ever, leaders need to enable supportive conversations with employees about their well-being, job expectations, development goals and more — factors that influence employees’ willingness to stay.”
What are stay conversations? Why have them?
“Stay conversations are one-on-one conversations designed to learn more about the employee, including their passions and career goals, what they value in life, and what they need to be more successful in their role. Effective stay conversations are two-way exchanges that get to the heart of the individual’s needs, motivations and engagement drivers.”
Had I been asked, I would have addressed what motivated me and how my passions were fed. In my case, as more work piled on my plate, less of my passions were fed. My career interests lingered in the background. And I had less control over what work I could work on.
Thinking about places I used to work, a stay conversation would have encouraged me to stay longer.
I know I plan to implement this type of conversation more often. If you are a manager, consider added it to your one-on-one topics.
Overwhelmed by Employee Turnover? Have Stay Conversations by Gallup Workplace