In the aftermath of the pandemic and Great Resignation, many companies are continuing to struggle when it comes to retention. Top performers typically have options when it comes to their employers, causing many to seize the moment if they aren’t fully satisfied with their job.
While some companies may assume that there’s little that they can do to keep workers from leaving, that isn’t the case. By having the right discussion with their team members, managers can play a significant role in improving retention. If you are wondering where managers should begin, here are six conversations that you can have with your employees that can make a genuine difference.
1. Favorite Responsibilities
Asking an employee what they enjoy doing most doesn’t seem particularly powerful. However, it’s a chance for managers to learn about ways to create greater alignment between what workers like and what they’re asked to do.
Plus, this conversation can remind employees about the joys of their job, something that may be vital during short periods of high stress to ensure engagement. Additionally, if a worker struggles to come up with any favorite duties, it lets the manager know that burnout may be an issue, allowing them to offer support.
2. Learning and Development
Asking employees to describe their recent learning opportunities – including pros and cons regarding the experience – as well as asking what they hope to learn in the future is critical for retention. Touching on past learning experiences helps managers discover what is and isn’t working in the current training program. By discussing future areas of study, it allows managers to find out about the broader career goals an employee has and their areas of interest. Together, that helps managers come up with effective training plans, which can boost retention.
3. Challenges and Obstacles
Managers need to take the time to learn about challenges and obstacles employees are facing that they can potentially help solve. Many workers encounter difficulties that aren’t in their immediate lanes, often preventing them from taking action to remedy issues. By learning about these problems, managers can offer critical support, a move that leads to greater loyalty and improved retention.
4. Why They Stay
While asking an employee why they stay on board can feel risky, it’s a necessary conversation. It helps managers learn more about what’s going right, as what workers value from an organization may differ from management expectations.
Additionally, if an employee struggles to respond, it’s a clear sign that action is needed to keep them on board. Managers can ask clarifying questions to learn more about issues, working with the employee to develop a solid plan.
5. What They Would Change
This topic lets hiring managers learn more about what employees want from a workplace. Plus, it essentially asks the worker to present a potential solution, which can lead to ideas that hadn’t occurred to company leaders.
6. Why They Would Leave
Another subject that’s hard to broach but necessary to discuss involves reasons an employee would leave the business. Asking about it is beneficial, as it helps companies identify shortcomings. Anything an employee mentions highlights an area where a worker feels another employer likely does better, making it an excellent target for future improvement.
Do you need to fill vacant positions and want to find top talent fast? Partner with the Staffing Resource Group to connect with skilled candidates and streamline your hiring process. Contact us to learn more about our services today.
