Last year was marked by a worldwide trend known as the Great Resignation. At first, it started slowly - a resignation in an organization and a couple more in another one. Simply put, there was nothing to raise the alarm. But then, the situation escalated and moved from slow to a rapid pace, taking over the whole globe.
By the end of the year, more than 4 million employees had quit their jobs in pursuit for better opportunities. And that left a big vacuum in organizations. Plus, it negatively affected the economy. Due to this 'infectious' situation businesses had to deal with, 2021 made HR take the exit interviews more seriously.
Of course, these discussions are nothing new. Trying to change employees' minds is a trend that has been around ever since companies started 'stealing' employees from one another. For many years now, organizations have tried to convince people to reconsider their resignations. And, more frequently than not, these discussions ended with a salary counteroffer. However, in 2021 HR realized that employees aborting their ship was not necessarily money-related. Therefore, they had to change their approach and understand the reasons behind these decisions.
Unfortunately, as time showed, these interviews were a little too late in most cases. Thus, a new approach had to be taken into account. So, companies that realized how complex the situation is didn't wait for the exit interview to address their questions. These organizations started a stay interview strategy.
But what exactly is this plan?
Well, basically, a stay interview is the exact opposite of the exit one. Instead of asking a person why they are leaving, companies started asking employees why they are staying. Instead of asking people why they are unhappy with their jobs, they started asking them what part of their current situation brings them joy. In other words, stay interviews focus on the positive aspects rather than the negative ones. Positive interviews are a way to ensure your access to a piece of vital information - what keeps your employees happy and engaged.
"Everyone says people are over surveyed, but they are not when it comes to this topic. People want to have their opinions heard."
- Debbie Lovich, Managing Director & Senior Partner in the Boston Consulting Group
Unfortunately, many leaders fail to understand that stay interviews can't be done by HR. They don't realize that these interviews can be handled solely by themselves. They don't understand that employees refuse to talk with HR about their thoughts and feelings.
In other words, these leaders don’t realize that employees are willing to share their opinions. But they only want to speak with the person in charge and not another employee. Furthermore, they want to do it in a one-to-one environment and not in front of the whole team. And that is why many managers consider the ‘stay interview’ approach a waste of time. Yet, it's not. It is a truly effective way to see the greater picture and healthily grow the company.
Therefore, we want to ask you, the leader reading this article, to accept that business models are changing. We want to ask you to understand that these changes come from within the organization itself. Finally, we want to ask you to accept that the number one trigger for this change is the company's team and not other external factors.
So as the modern leader you are, we hope you open your eyes and see the reality - stay interviews are only effective if handled as private conversations and not group meetings. And they are only effective if they are managed by you, the ship’s captain.
This being said, we want to tell you that reaching out to your people is not a difficult task. Asking them if they are happy with their role can take only a couple of seconds a week of both your time. Yes, some situations may require further longer discussions. Yet, it's worth it since the key to solving any employee situation is to really know them and their problems. Because only by doing so can you keep your team members loyal and productive.
Specialists say that humanity already lived, back in 2020, through a recession triggered by COVID-19. However, it is considered to be the shortest downfall in history.
The modern leader is the one that shows the problem to solve and not the one who explains how to solve the problem.
It’s no secret that the COVID-19 pandemic has shifted the world, making companies review their ways of conducting business.
Each day, more and more companies realize the importance of happiness at work, understanding its vital role in retaining the labor force
A recent statistic shows that almost half of the surveyed workforce claims that their lives have been altered in the last two years
Recently, we raised the alarm on the Great Resignation. We took the chance to discuss the matter and offered some tips on how to tackle the issue. Yet, this being such an important topic, we decided to extend the discussion.
The secret for a successful business is to actually manage to keep the employees within the company, not just bring them into the team.
Feedback is not a one-way road. You don't only ask for the employees' opinions and leave them hanging. You have to also be able to start a conversation based on these insights and act upon them.
Ask any team leader about the decisions they make when it comes to leading their employees, they will tell you that everything they do is to benefit the organization.
Research shows that people who are assigned boring and repetitive tasks are more likely to get distracted when working outside the office environment.
Discussing an issue makes people feel more confident about finding a solution.
Each organization is unique, and its culture is cultivated in every single interaction between employees.
There is no such thing as private and professional happiness. There is just one universal happiness formed by multiple parts.
There's no secret that in order to have high-performing teams, all members need to be happy.
To be successful in business, you need more than talented people on your team.
More than often, leaders are being perceived only for their management skills.
As a general rule, people don't usually like showing off their vulnerabilities
Does happiness have to end when the workday begins?
We went looking for answers. This is what we discovered.
Recently, a study that started in 2011 presented an actual scientific link between high-performance teams and the level of happiness of their members.
Sadly, on average, people tend not to be very fond of their jobs. They see their work as a necessity but not as something enjoyable.
Management has no idea that their employees are unhappy and are ready to abort the ship
People have become more acutely aware that we need to have a digital way of working relating to HR.
Always follow up with your employees to understand their situations and problems that they might face.
Rather than focusing on engagement, concentrate on happiness.
Alexander talks about how Frank Digital works towards a happier work environment
Marija shares her story of using Hapkey at Ombori.
Hapkey's CEO, Marcus Castenfors, had the pleasure of interviewing Henrik Kniberg this week.
Hapkey's CEO Marcus Castenfors joined the podcast "Fika med oss" this week to talk about employee happiness and organizational change.