As an executive coach, I have observed the rise and fall of many leaders over the years. One thing I can say with certainty is that good leaders show interest in their employees’ jobs and career goals. They take the time to learn about each person’s interests and aspirations to identify what motivates them.

Executive Summary

While many organizations continue to conduct exit interviews with departing employees, the information they gather is rarely used to improve their organizations—and employees they interview don't provide a full picture of what needs to change, writes Leadership Coach Marcel Schwantes. Here, he provides tips on how to conduct a stay interview instead.

While promotions, salary raises and other benefits are nice, studies suggest that what employees truly need is to feel valued. One effective way to show employees that they are valued is by conducting stay interviews. These one-on-one conversations can help managers learn more about their team members and demonstrate their commitment to their professional development and success.

Out With the Old

We’ve all heard of an exit interview. As a former HR executive, I’m not a big fan of traditional exit interviews. If you conduct them now for your department, you can continue to do so as a formality to try to dig up negative information that can be used to improve things like culture, leadership and benefits.

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