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Leaving Well in the Workplace

The most counter-intuitive advice for employee retention

Published about 1 month ago • 1 min read

Once-a-year performance reviews are OUT.

Well, they’re not out-out. But I think they should be.

Over HALF of employees don’t think their managers conduct performance reviews properly. And only one in five employees feels motivated by their organization’s review process.

(I cite my sources in my latest article)

We are losing talent and leaving folks behind, and it’s a solvable problem.

Rather than a series of annual reviews followed by an exit interview that’s more of a formality than actual feedback, we can retain talented employees longer and build lasting trust in a process called the “Stay Interview.”
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➡️ Here’s how it starts: Gather up your team, and their job descriptions.

➡️ Have everyone read their job description, noticing their thoughts about what they read.

➡️ Read them a second time, paying attention to these specific questions.

➡️ Finally, choose one of the questions to discuss as a group and listen for your employees’ feedback about where they can work together to support each other, what responsibilities are no longer relevant on those job descriptions, and what their growth targets are until your next review.

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Get the full scoop in the article, engage with me in this topic on LinkedIn, or listen to the audio version on the podcast! ​

What do you think about stay interviews? I'd love to hear from you - just hit reply!

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Leaving Well in the Workplace

Naomi Hattaway, Founder and President

Your Leaving Well guide to navigating workplace transitions 🧡 I normalize workplace transitions one organization + person at a time. Leaving Well is the art + practice of leaving in the workplace, with intention + joy.

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