What can leaders in the conduct of residence interviews?
The concept of interviews is quite familiar to leadership, in particular during the first stages of the employment of an individual. But what's going on later, when an employee has already spent a few years with your business? Is there any more need for conversations to discuss their goals, their overall satisfaction and their commitment? These provisional interviews are known as the residence permit, and they can be precious tools for employers who wish to fight against high rolling rates or maintain and improve their number of retention. In this article, we will discuss what a stay interview implies and the advantages that managers can expect when they do them regularly.
What is a residence interview?
A residence interview is an informal conversation between an employee and a manager who aims to understand the tastes and aversions of employees about his work. This discussion goes beyond a typical head-to-head catch-up or a performance review, because it focuses more on what the company does for the employee instead of the reverse.
Thanks to targeted questions, the manager of the manager or HR tries to assess the employee level of engagementIntegration with the culture of the company and satisfaction with regard to advantages and colleagues, among others. You could say that they look like exit interviews in the sense that they are looking for an overview of the unique experience of each employee. The difference is that residence interviews occur before an employee decides to leave to continue another job opportunity. In fact, ideas from these interviews can be used to prevent employee disengagement.
There are many questions that you can include in your residence interview according to what you want to focus on. Here are some examples:
- “Is there something more than you would like to see management and leadership?”
- “Do you feel recognized and appreciated?”
- “Have you ever thought of leaving the business? What prompted this?”
- “Are there challenges that hinder your productivity?”
- “How would you like your role to evolve in the future?”
- “What skills do you want to develop?”
- “Do you want to recommend this place of work to friends or family?”
These are just a few examples of the many questions you can ask an employee during a residence interview. When the time comes, be sure to prepare a list of questions and determine if you want to send them to the employee in advance. The advantage of doing so is that it allows the employee to prepare, but the drawback is that you could receive repeated responses that feel fallacious.
5 advantages of the completion of residence interviews
1. Improvement of satisfaction and commitment rates
Residence interviews are a place where employees can speak freely about their concerns, their needs, as well as their objectives and aspirations for the future. The fact that these meetings do not focus on their performance and their achievements cause pressure below employees to prove themselves and rather allows them to be honest. In this way, employees feel heard and appreciated, which greatly contributes to a relationship of trust between the employee and the employer and the improvement of the levels of satisfaction and overall engagement.
2. Improvement of retention rates
Many reasons may encourage an employee to consider leaving a job, a common culprit being the feeling of stagnation. Organizations that fail to innovate in terms of internal processes and labor are more likely to experience an increase rolling rate. However, you can fight this problem by launching a listening strategy for employees who includes residence interviews as one of his tools. Thanks to them, you will be able to identify the specific areas in which your company can fail and highlight the skills that employees must develop to advance their career, ultimately contributing to the growth of your business.
3. Identify the problems from the start
Although the challenges are common – if not planned – in any organization, it is essential to identify them and resolve them as soon as possible to minimize their negative impact. The best way to do so is to maintain close communication with your employees through surveys, regular conversations and, of course, to remain interviews. If you ask in -depth and thoughtful questions, you can discover challenges and problems that may have gone unnoticed so far before degenerating, potentially harming productivity, corporate culture or profitability.
4. Foster a workplace of confidence
Residence interviews are essential to promote a confidence and open work environment, which is crucial for the commitment and loyalty of employees. Employees who feel safe to share their challenges and concerns are much less likely to seek alternative job possibilities. In addition to listening to what employees have to say, you must remember to take the appropriate measures. This could mean facilitating daily tasks or improving aspects of corporate culture. This collaborative and continuous exchange of feedback will demonstrate the reliability and honesty of leadership, which has a significant impact on employee engagement.
5. Improve business culture
What is special in residence interviews is that most of them, if not all, of employees who participate want to stay with the company. This desire motivates them to share real ideas to help the business improve and, in turn, to have a positive impact on their daily work life. This 2024 report Toxic workplaces reveal that up to 75% of respondents had experienced a toxic work environment, while 87% of them had noticed a negative impact on their mental health. Residence interviews will be your weapon against such problems, helping you follow the cultivation measures of essential business and promote a healthy and united work environment.
Conclusion
Residence interviews are invaluable for leadership and management, helping them to increase employee retention and commitment and identify internal problems and challenges. But above all, they promote a culture of trust and honesty, not only within your workforce but also between employees and leadership, thus improving corporate culture. Turning your attention to employees who make the choice aware of staying with your business can give you much more information than speaking with new hires or employees who are currently out of the way. Take the best side of this opportunity by asking the right questions and allowing employees to speak honestly.