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Curb Quiet Quitting With The Power of Stay Interviews

Braedon Stern
Quiet Quitting

Employee retention is a crucial factor in determining a company's success, as the loss of valuable employees and high turnover can have a significant impact on its operations and ability to achieve company goals. In recent years, the concept of "quiet quitting" has gained popularity, referring to an employee's deliberate reduction of effort and disengagement from one's job without notifying superiors. This phenomenon is often linked to worker dissatisfaction, burnout, and employees prioritizing other aspects of life over work. To combat disengagement, employers should consider conducting stay interviews to understand their employees' motivations, address concerns, and increase overall job satisfaction. 


The Importance of Stay Interviews

Stay interviews serve as an essential tool in employee retention. These one-on-one meetings between leaders and their staff provide a platform to identify what is important to the employee, gather feedback on how the organization can better engage them, and understand the motivations that keep them from leaving. Unlike exit interviews, which are reactive and focus on understanding employee motivations for leaving, stay interviews are proactive and focus on retaining current employees that the organization values.  Here are some good examples of stay interview questions you can start with.


Implementing Stay Interviews

Stay interviews can be scheduled at any time, but they are particularly effective when conducted annually, during departmental changes, or around the 90-day mark for new hires.  


These interviews typically last for about 30 minutes and involve several steps: 

  • interview preparation 
  • conducting the interview
  • evaluating the results
  • follow-up actions 

During the preparation phase, employers should clearly communicate the purpose of the stay interview to employees, remain open-minded, and select appropriate questions to ask (around 4-6). When conducting the interview, employers should create a positive and appreciative atmosphere towards the employee, gather relevant information, and summarize the conversation.  Evaluating the stay interview entails understanding any suggestions or employee's requests and determining whether the organization can fulfill them. After the interview, a follow-up meeting should be scheduled with the employee to discuss the stay plan and agree on any necessary action items.  Stay interviews provide employers with an opportunity to address potential issues before an employee decides to leave, fostering a sense of acknowledgment, appreciation, and motivation.  


Measuring Retention and Engagement 

Employers have various tools and methods to measure retention and engagement. These include: 

  • turnover reports 
  • exit interviews data
  • employee surveys 
  • pulse checks 
  • skip-level meetings
  • formal employee opinion surveys

Regularly reviewing employee turnover data helps identify areas of concern and key factors contributing to turnover. It is important to set clear and measurable retention goals, considering that some turnover is normal for any organization. The cost and impact of employee turnover on the business should also be taken into account. 


Addressing Employee Concerns

Several common reasons for employee departure include: 

  • limited career opportunities 
  • lack of supervisor support 
  • unchallenging work 
  • insufficient recognition 
  • poor working conditions 
  • inflexible schedules
  • inadequate compensation 

Employers can address these issues by:  

  • providing supervisor communication and leadership training
  • implementing employee appreciation and awards programs
  • promoting diversity, equity, and inclusion initiatives
  • create career development plans for employees
  • offering flexible work arrangements 

Engaging employees is crucial for a company's success, as engaged employees tend to be more motivated, committed, and satisfied with their work.  

Effectively addressing the issue of quiet quitting and retaining talented employees is essential for the success of any company. Stay interviews serve as a valuable and easy tool to increase employee retention, allowing employers to understand employees' motivations and concerns while offering opportunities to increase job satisfaction. By actively engaging and supporting their workforce, companies can foster a culture of productivity, satisfaction, and overall success.  


How Can Optima Office Help?

Looking to improve employee satisfaction and retention? Optima Office's HR Professional can help you put the right program in place.  Contact us at (858) 283-1234.



DISCLAIMER – Due to the daily changing environment and guidelines being provided by the government, this information could be outdated. Please contact our office for the latest updates and guidelines. Optima Office is not responsible for any actions taken due to the information provided. The information provided here is for instructional purposes and does not represent legal advice being given by Optima Office.

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