9781609948849.pdf

Leaders will have to learn what the successful conductors of the symphony orchestra have long known: The key to greatness is to look for people’s potential and spend time developing it.8

Step 1: Know their talents.

Step 2: Offer your perspective.

Step 3: Discuss trends.

Step 4: Discover multiple options.

Step 5: Codesign an action plan

Managers who think engagement and retention are somebody else’s job need to think again.

In our exit interviews, for those who are honest, the major reason people leave is conflict with their manager. That needs to be dealt with, and those relationships need to be strengthened. Most managers do not see creating a retention culture as their responsibility. They do need to own this responsibility and be held accountable to create and maintain this culture.

—CEO, nonprofit firm in Singapore

It’s up to You

Be a love ’em manager. A good boss who cares about k

Stay Interview Questions

1. What about your job makes you jump out of bed in the morning?

2. What makes you hit the snooze button?

3. If you were to win the lottery and resign, what would you miss the most about your job?

4. What one change in your current role would make you consider leaving

this job?

5. If you had a magic wand, what would be the one thing you would change about this department, team, organization?

6. As your manager, what could I do a little more of or a little less of?

7. If you had to go back to a position in your past and stay for an extended period of time, which one would it be and why?

8. What do you need to learn to work at your best?

11

ASk

9. What makes for a great day?

What keeps You?

10. What can we do to make your job more satisfying?

11. What can we do to support your career goals?

12. Do you get enough recognition? How do you like to be recognized?

13. What do you want to learn this year?

Let these ideas serve as catalysts for your own thinking. Create a list of your favorite questions. Ask them of your talented people. And ask again, listen carefully, and customize your retention efforts.

OR LOSE ’EM

1. Exciting, challenging, or meaningful work

2. Supportive management/good boss

3. Being recognized, valued, and respected

4. Career growth, learning, and development

5. Flexible work environment

6. Fair pay

7. Job location

8. Job security and stability

9. Pride in the organization, its mission or product

10. Working with great coworkers or clients

11. Fun, enjoyable work environment

12. Good benefits

13. Loyalty and commitment to coworkers or boss