As firing and firing rates increase, it is more important than ever for employers to engage and support their workforce. Many employees are aware of periodic entry and performance reviews by reminding them of quarterly or annual goals and objectives – but engagement should go beyond that.
Lily Valentin, head of North American job search engine and operations manager, named the “interview interview” as the cornerstone. Staff retention strategy. Ideally, it would allow for informal discussions between senior management and staff a few times a year, giving both parties a chance to get to know each other, Valentine explains.
Valentin says, “The interview was really successful in every organization, but it had different names and formats.” “But for me, it is a real opportunity for staff and management to have a clear discussion of overall job satisfaction, long-term aspirations, motivation and recognition.”
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In the face of a global epidemic, many workers may lose contact with their teams and managers while working from home and taking extra care of the outside world. According to a study by the Emotion Technology Company, employees feel that they are twice as busy when working remotely with office workers. Employees are suffering from high levels of fatigue and stress.
Valentine said, “Instead of pursuing your favorite pastimes and daily activities, you have employees who are forced to hide at home, so you do not have to worry about ending up with employees in a little bit of fun.” “On the one hand you have to burn and then on the other you have one of the biggest hiring opportunities we have seen. Employers need a long-term interview to retain candidates and at the same time shape their culture to attract new talent.
That being said, what are the stay interview mechanics? Valentine recommends that only the young staff and senior leader in that class be present for the interview. At the very least, the interview should be conducted twice a year but preferably once a quarter – Valentine believes that frequency is key. The discussion lasts no more than 20 to 30 minutes, but she encourages senior leaders to stay out of their calendars for at least an hour. This ensures that no one should interrupt his speech, says Valentin. Above all, a waiting interview should feel informal.
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Valentine said: “Employees should feel comfortable sharing what is on their minds, but this does not mean that they should be in a tight meeting room. “If you can, grab a cup of coffee and go for a walk in a nearby park – get people out of their normal places to talk.”
And while that informal standard is not possible for all remote employees, the senior leader should at least state the purpose of the meeting in advance, advising Valentine to explain it as a discussion rather than a review or a formal interview. Department officials should pay particular attention to any challenges that the employee may face in their work or life, their current role, and what they find inspiring in their work. Valentin said that these interviews are particularly relevant to long-term goals.
“For any company, a multidisciplinary company that employs thousands of people, or a coffee shop with five employees, understanding what the employees want to do in the long run can help the employer become more talented,” she said. “This is an assumption that you can take action on the comment.”
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Monitoring is an integral part of ongoing interviews – senior and junior staff should develop a practical plan for resolving staff concerns or grievances. This could include two extra PTO days, a training course, or simply more flexibility during appointments and family during the work day.
Valentine urged senior leaders to prepare for difficult comments and staff to prepare for difficult answers.
Valentine: “My most important piece of advice for employers is to listen, draw, and see exactly what you can do, not just for the individual but for your organization as a whole. “As for the employees, they should feel that they are in the driver’s seat and that they are always in the driver’s seat – employers respect your loyalty more than ever.”
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