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How Stay Interviews
Stopped a Company’s Tale Spin &
Helped it Craft a
New & Better Culture
A Case Study
Stay interviews are a tried-and-true tool organizations can use routinely to assess and plan for turnover risks. Along with succession and workforce planning, stay interviews help companies mitigate risks that come with employee departures. When one company found itself drowning in employee separations and struggling with rampant employee unhappiness, HR suggested Stay Interviews to get to the root of the issue and (hopefully) right the sinking ship.
This presentation will take you on the journey, reveal the tools and processes used to evaluate and address challenges and chart a new course (complete with ongoing course corrections). You will leave this session with practical techniques you can use in your organization tomorrow.
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LEARNING OBJECTIVES
- Describe at least two situations in which stay interviews would be useful.
- Implement a stay interview process, including assessing the risk and impact of employee departures, conducting interviews, and using the data to solve organizational problems.
- Identify the benefit of other tools and techniques that can compliment and enhance the stay interview process and its affects.
AGENDA
5:30 PM IN-PERSON NETWORKING (dinner included)
6:00 PM VIRTUAL SESSION BEGINS
6:05 PM LEGAL UPDATES
6:15 PM PROGRAM
7:15 PM Q&A
ABOUT THE SPEAKER
Kim Stott, PhD, SPHR, is a seasoned human resource professional and academician with over twenty years of HR and training experience across a variety of industries, including higher education, healthcare, government, and gaming. Kim’s expertise lies in talent optimization, training design and facilitation in multiple mediums, recruitment and onboarding, management and leadership development, succession planning, strategic HR alignment, policy and procedure development, employee engagement, service excellence, employee relations, and diversity, equity and inclusion. Kim is the Chief People Officer for SaverLife and leads an HR and training consulting practice, called HR Humanist, LLC.
Kim has a doctorate in educational leadership with specializations in higher education and adult and organizational development. She is an associate professor of business at the University of Maryland Global Campus, where she has worked since 2012. Kim has also served as a faculty member for Drexel University, Temple University, and the University of Nevada Las Vegas.
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