Retention Interviews and Why Healthcare HR Needs Them

Marketing Director

While exit interviews are conducted to understand why an employee is leaving, it’s a little too late to retain them at this stage of the process. What if there was a way you could retain your employee and avoid the exit interview altogether? That’s precisely the purpose of retention interviews, also referred to as stay interviews.

Especially in a fast-paced industry like healthcare, retention interviews can make a big difference in your attrition rate. They can help you uncover issues your staff is experiencing before they decide to leave your organization. They are helpful in keeping your staff engaged and can help healthcare HR departments take a proactive approach to employee retention.

This week, I’ve collected articles on how to use retention interviews to improve your employee retention initiatives.

Stay Interviews – Using Employee Retention Software to Improve Engagement

Stay interviews are a critical component of employee engagement, and they are an important process to consider when looking for a solution to high turnover rates, says Brian Sharp, Chief Marketing Officer at HRsoft, our talent management software partner. “Stay interview systems help to schedule, automate and record the findings of these valuable meetings. By performing stay interviews at regular intervals, you’ll increase employee engagement resulting in better productivity, profits, morale and of course—lower turnover costs.” Read more on the HRsoft Blog.

Hiring Wisdom: Why You Need to Be Doing Retention Interviews

Mel Kleiman, President at Humetrics, discusses how you can create your own retention interview in an article for TLNT:

  • “A retention interview is not about talking to everyone. It is about talking to the key people you want to keep on-board.”
  • “One purpose of this interview is to make the people you talk to feel important and included.”
  • “[A retention interview] has to be a conversation, not a form to fill out.”

Kleiman shares several key questions to include in retention interviews in the full article on TLNT.

The Many Benefits That Come From Using ‘Stay’ Interviews

In an article for TLNT, Dr. John Sullivan discusses why he’s recommended stay interviews for over 20 years:

  • “They’re personalized: Unlike engagement surveys and many other retention tools that are focused on what excites a large number of employees, this approach is customized to a single identifiable individual and their wants.”
  • “They include actions: Unlike exit interviews, which only identify problems, stay interviews also encourage the parties to identify actions that can improve the employee experience and actions that can help eliminate any major frustrators or turnover triggers.”

A stay interview helps you understand why employees stay, so that these factors can be reinforced, he says. Read the full list of benefits in the TLNT article.

Stay Interviews: Get a Pulse on Employee Satisfaction

It is important that employees have a high level of trust in the conversation and can speak freely about any concerns or needs they may have, says Tom Faricy, HR Business Partner at Trupp HR. “Be sure to take notes while the employee is sharing information and fully engage active listening skills,” he says.

Faricy shares six key active listening guidelines for conducting a successful stay interview in the full article on the Trupp HR Blog.

Putting together a strong retention interview process can be challenging if you are starting from scratch. With the right vision and planning, however, these interviews can help you keep your healthcare organization’s top talent, resulting in lower turnover rates.

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