It's not news that keeping good employees takes focus and often managers are blindsided when a seemingly quiet and content employee leaves stating that they just can't take it anymore. How did we miss the signs? How could we prevent that from happening over and over again?

Today's guest is Kim Hettinga who is a practice manager in the industry for over 25 years currently in the Seattle area. Kim implements quarterly stay interviews that have changed the way the practice runs. They not only provide necessary feedback to leadership but they develop a culture of trust and honesty throughout the entire practice.

In our conversation today, Kim shares the ins and outs of implementing stay interviews and how they have impacted the practice in the best way possible.

Exit interviews gather information after they leave, but how honest will that feedback be?

Show Notes:

[1:53] - Kim was fortunate enough to work for a practice that focused on staff retention.

[2:56] - Stay interviews help with getting in front of losing employees.

[3:52] - We miss an opportunity without a process like stay interviews.

[4:42] - Every team member needs to feel valued and stay interviews take maybe 15 minutes. Kim recommends them quarterly.

[6:04] - The key to this is to not use the time as a problem solving session. Kim shares the five questions she uses every time.

[7:26] - Kim has always been fortunate to get honest feedback.

[8:54] - Employees need to feel safe in sharing their honest thoughts to each question.

[9:40] - Sometimes the thing an employee needs to keep them on board is something simple.

[11:10] - What happens when there is an employee that is really angry and finds their voice during a stay interview?

[12:16] - Give disgruntled team members a realistic time frame in which some of their issues can be addressed. Acknowledge their frustration.

[13:54] - Kim does stay interviews with every single person in the practice.

[15:04] - There are some people who will not be optimistic about their experience due to past experiences with leadership follow through.

[17:18] - Over time, Kim narrowed down the type of questions that resonated with the team and met their needs.

[18:12] - Stay interviews are opportunities for connection. To get started, just jump in and do it. We have to invest in our team.

Thank you for listening. Remember you are not in this alone. Visit our website for more resources.

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