While the structured questions will help you guide the conversation, this meeting should be held in a casual and conversational manner. Managers should avoid discussing topics like performance or tips for being more productive and focus on having an open, candid conversation with the employee.
DISCLAIMER: Be prepared to hear hard things and make sure you're prepared to act on feedback. This is an opportunity to build trust so don't squander it with inaction.
What do you look forward to when you come to work each day?
Give them an opportunity to share what gives them energy.
Do you ever think about looking for another job? Why/why not?
This question might feel a bit scary to ask, but this is a chance to build trust and open up a conversation about what you can do to make sure they don't need to look outside for the things they need to feel engaged and productive.
Remember that on the flip side, it might be a scary question for your employee to answer honestly. Make sure to not react with anger or disappointment if they are looking or you'll lose their trust.
Rather, this is an opportunity to open up a career planning conversation about roles at your company that are open or planned. You can now put them on a path to evolve with you.
Do you feel equipped to do your job well? What could we do to make it easier for you to do your job?
The answer to this question could reveal a very quick win to help them be more productive and build trust.
Are your goals and expectations clear?
When we asked for the top factors contributing to productivity at work, "clear expectations and goals" was at the top of the list. In our State of High Performing Teams study, we found that unproductive employees are 2.8X more likely to not know their goals.
Have career progression opportunities been presented to you?
Don't miss the opportunity to learn how your employee wants to see their career progress.
17% of people who applied for a new job in the last 6 months cited "not enough growth opportunities" as the primary reason for looking. If employees aren't clear on their growth path, it can be demotivating.
What would you change about the company or your job?
Build trust by asking for their input, listening and following through..
What advice would you give to senior leadership?
This question allows the employee to give you feedback outside of their own role and demonstrate the importance you place on feedback — the value of which shouldn't be underestimated. Building a 2-way feedback loop is one of the best retention strategies there is.
Would you recommend [insert company name] as a good place to work to friends? Why or why not?
This question helps you get a sense of your employee loyalty or Employee Net Promoter Score. The answer to the first question is interesting but the answer to the follow up question is going to be the most important in providing insight.
Stay interviews are an opportunity to get feedback for employees about what they need to stay. Employers and managers should think of stay interviews as engagement discussions that supplements everyday interactions, survey feedback and individual motivation.
This is an opportunity to show top performers that they’re valued and ensure that you’re investing in them to avoid an exit interview.
DISCLAIMER: Be prepared to hear hard things and make sure you’re prepared to act on feedback. This is an opportunity to build trust so don’t squander it with inaction.
Updated Mar 15, 2022