Retention Interviews: The Key to Retaining High Performers

Most companies call retention a strategic priority, yet fewer than half have a specific plan, and general retention efforts tend to be costly with little effect on turnover. Stay interviews, also called retention interviews, offer a targeted alternative.

This 60-minute webinar shows how to use stay interviews to learn what would make each employee stay or go, and then build a realistic plan with them. The toolkit centers on interview questions across ten key retention factors.

You'll also learn to track retention against flight risk and performance, understand the real cost of turnover, measure the right metrics and hold managers accountable for retention.

• Explain why stay interviews are more effective than exit interviews
• Calculate the real cost of turnover
• Track retention risk against employee performance
• Use five communication steps to conduct a stay interview
• Ask questions tied to the ten key retention factors
• Turn interview results into a retention plan and hold managers accountable

• Tracking retention against risk of leaving and employee performance
• The real cost of turnover
• Why employees stay and why they leave
• The retention plan cycle and the metrics to measure
• How satisfaction, motivation and engagement relate to stay interviews
• Why retention interviews work better than exit interviews
• Holding managers accountable for retention
• Five communication steps in the interview process
• Using the retention interview toolkit
• Setting the stage and conducting an effective interview
• Questions linked to the ten key retention factors

Turnover drives up costs and reduces effectiveness, and stay interviews tackle it at the source by focusing on high-impact employees and spotting retention risk early. They can also raise motivation, engagement, development and empowerment.

This session suits HR leaders, managers, supervisors, directors, VPs, CEOs, board members and any leader who wants to reduce the wrong turnover.

• HR Leadership
• Staff
• Managers
• Supervisors
• Directors
• VPS
• CEO/President
• Board Members
• Any leader wanting to improve performance and reduce "the wrong turnover."

Bob Verchota, SPHR, is the President and owner of RPVerchota & Associates, a human resources and management practices consulting firm. He has over 30 years of human resources and operational leadership experience. His most recent corporate assignments include serving as VP Support Services, VP of Ancillary Services and Human Resources, and VP Human Resources. Focus areas include organization change and employee development, talent acquisition, risk management, compensation and benefits, labor and employee relations, performance improvement, and other operational issues. 

Academic pursuits include an undergraduate degree in Business Administration, graduate degree in Healthcare Administration (MHA), and doctoral work in Organization Development EdD (abd). He has taught at the technical, baccalaureate, and masters levels in several colleges and universities.