Watch the video and read the post and write a 1 page response paper agreeing or disagreeing with the point made, and answer questions asked in the following post 1 Post 1 YouTube How to MOTIVATE Good Employees How to Do a Stay Interview with Ben Fanning I chose to share this video about stay interviews because it explained the benefits of facilitating regular stay interviews and how it would prevent avoidable costs of employee turnover I think this applies to all different sized companies regardless of the number of employees or hierarchical structure of the company This video makes you look at stay interviews from a few different perspectives because it has several positive effects on the company by facilitating these interviews regularly with their staff that doesnt need to be conducted just by HR This could allow a company of any size to retain its good employees and continue positive trends for new employees to follow One thing I found interesting was one good employee leaving a company can create a domino effect on other good employees This couldve been avoided if there was better open communication between the employees and their managers These are my takeaways Stay interviews are used to figure out why employees stay and learn how you can build upon that to retain others before you lose them for potentially avoidable reasons Job satisfaction is influenced by two factors The Basics these factors dont necessarily lead to job satisfaction but theyre looked at as necessities to a job otherwise it will lead to dissatisfaction Do your employees feel safe Do your employees feel valued Do your employees feel like they can get their work done Do your employees struggle with feeling frustrated The Motivators these factors boost job satisfaction and engagement within the organization Do your employees feel like they belong To the company and culture Do your employees feel like they get enough recognition for the work they do Do your employees feel like they have a clear career path to advance within the company to advance and grow Not just HR has to facilitate stay interviews Many employees leave because of their direct manager (I can agree with this based on the patterns Ive seen in my own company) Having your direct manager facilitate this creates trust and communication which is necessary to have a pleasant workspace Most importantly, your employees feel that you care Stay interviews allow for a new way of thinking If the right questions are asked that allow them to consider growing within the company it could be very beneficial for both the employee and the organization Besides sharing what you learned from the video, here are some additional questions to think about Have you been a part of a stay interview before and what are your thoughts about them Did you learn something from this video that youre able to apply to your current role

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Watch the video and read the post and write a 1 page response paper agreeing or disagreeing with the point made, and answer questions asked

Watch the video and read the post and write a 1 page response paper agreeing or disagreeing with the point made, and answer questions asked in the following post 1:

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YouTube - How to MOTIVATE Good Employees - How to Do a Stay Interview with Ben Fanning

I chose to share this video about stay interviews because it explained the benefits of facilitating regular stay interviews and how it would prevent avoidable costs of employee turnover. I think this applies to all different-sized companies regardless of the number of employees or hierarchical structure of the company.

This video makes you look at stay interviews from a few different perspectives because it has several positive effects on the company by facilitating these interviews regularly with their staff that doesn’t need to be conducted just by HR. This could allow a company of any size to retain its good employees and continue positive trends for new employees to follow.

One thing I found interesting was one good employee leaving a company can create a domino effect on other good employees. This could’ve been avoided if there was better open communication between the employees and their managers.

These are my takeaways:

Stay interviews are used to figure out why employees stay and learn how you can build upon that to retain others before you lose them for potentially avoidable reasons.
Job satisfaction is influenced by two factors:
1. The Basics: these factors don’t necessarily lead to “job satisfaction” but they’re looked at as necessities to a job otherwise it will lead to dissatisfaction.
  1. Do your employees feel safe?
  2. Do your employees feel valued?
  3. Do your employees feel like they can get their work done?
  4. Do your employees struggle with feeling frustrated?
The Motivators: these factors boost job satisfaction and engagement within the organization.
1. Do your employees feel like they belong? To the company and culture.
2. Do your employees feel like they get enough recognition for the work they do?
3. Do your employees feel like they have a clear career path to advance within the company to advance and grow?

Not just HR has to facilitate stay interviews. Many employees leave because of their direct manager! (I can agree with this based on the patterns I’ve seen in my own company). Having your direct manager facilitate this creates trust and communication which is necessary to have a pleasant workspace. Most importantly, your employees feel that you care!
Stay interviews allow for a new way of thinking. If the right questions are asked that allow them to consider growing within the company it could be very beneficial for both the employee and the organization.

Besides sharing what you learned from the video, here are some additional questions to think about:

Have you been a part of a stay interview before and what are your thoughts about them?Did you learn something from this video that you’re able to apply to your current role?