If you’re serious about retaining the people on your team (as you should be), consider conducting “stay” interviews. These are discussions where you ask loyal employees key questions to understand how engaged they are. The information you gather can help you tackle common retention issues. Here are four questions to try:

No matter what the response is — positive or negative — don’t negate their experience or move too quickly to solving a problem. Just listen, thank them for being honest, and ask for more information before moving toward a solution.

What’s your frame of mind today?

Based on their response, explore what you can do to help them deepen those connections. Perhaps people from different departments can work on a company-wide event, a cross-division initiative, or take part in virtual discussion groups.

Who do you feel connected to at work? 

This question signals that you care about their development and want to help them achieve their aspirations.

What do you want to learn that will excite you and help you grow

To help them work better brainstorm with your colleague how you can be most helpful. Ensuring people can do their jobs well is just as important as praise and rewards.

What barriers can I remove for you?

<figure><img src="https://media-exp1.licdn.com/dms/image/C4D12AQH2eN_V5JxMJg/article-cover_image-shrink_720_1280/0/1647888439338?e=1654128000&amp;v=beta&amp;t=Z80z8c64fJKDkVs7bU0QikB-gyIl9IBdkw_x4-E4Snc" alt="" width="712" height="383"><figcaption dir="auto">Image credit: moodboard/Getty Images</figcaption></figure>If you’re serious about retaining the people on your team (as you should be), consider conducting “stay” interviews. These are discussions where you ask loyal employees key questions to understand how engaged they are. The information you gather can help you tackle common retention issues. Here are four questions to try:&nbsp;<UL><LI>What’s your frame of mind today? No matter what the response is — positive or negative — don’t negate their experience or move too quickly to solving a problem. Just listen, thank them for being honest, and ask for more information before moving toward a solution.</LI><LI>Who do you feel connected to at work? Based on their response, explore what you can do to help them deepen those connections. Perhaps people from different departments can work on a company-wide event, a cross-division initiative, or take part in virtual discussion groups. </LI><LI>What do you want to learn that will excite you and help you grow? This question signals that you care about their development and want to help them achieve their aspirations.</LI><LI>What barriers can I remove for you to help you do your job better? Then brainstorm with your colleague how you can be most helpful. Ensuring people can do their jobs well is just as important as praise and rewards.</LI></UL><a href="https://hbr.org/2022/03/what-stops-people-on-your-team-from-leaving?utm_campaign=hbr&amp;utm_medium=social&amp;utm_source=linkedinnewsletter" rel="nofollow noopener" dir="ltr">Read the full article,</a> “What Stops People on Your Team from Leaving?” For a daily version of this newsletter, <a href="https://hbr.org/email-newsletters" rel="nofollow noopener" dir="ltr">sign up here.</a><img alt="HBR Management Tip of the Week" width="48" height="48"><h3>
 
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If you’re serious about retaining the people on your team (as you should be), consider conducting “stay” interviews. These are discussions where you ask loyal employees key questions to understand how engaged they are.

career

Career

personaldevelopment

Personal Development

communication

Communication

teamwork

Teamwork

leadershipandmanagement

Leadership & Management

<ul><li>What’s your frame of mind today? No matter what the response is — positive or negative — don’t negate their experience or move too quickly to solving a problem. Just listen, thank them for being honest, and ask for more information before moving toward a solution. </li><li>Who do you feel connected to at work? Based on their response, explore what you can do to help them deepen those connections. Perhaps people from different departments can work on a company-wide event, a cross-division initiative, or take part in virtual discussion groups. </li><li>What do you want to learn that will excite you and help you grow? This question signals that you care about their development and want to help them achieve their aspirations. </li><li>What barriers can I remove for you to help you do your job better? Then brainstorm with your colleague how you can be most helpful. Ensuring people can do their jobs well is just as important as praise and rewards. </li> </ul>

<a href="https://hbr.org/2022/03/what-stops-people-on-your-team-from-leaving?utm_campaign=hbr&utm_medium=social&utm_source=linkedinnewsletter">Read the full article, </a>“What Stops People on Your Team from Leaving?” For a daily version of this newsletter, <a href="https://hbr.org/email-newsletters">sign up here. </a>

To Keep Your Best Employees, Ask Them These Questions

What’s your frame of mind today?

Who do you feel connected to at work?

What do you want to learn that will excite you and help you grow

What barriers can I remove for you?

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