Keeping on a Poker Face with HR

[Anonymous]

Maybe mention 1 thing. Either the crazy hours or the low budgets.

[Anonymous]

"I'm very interested to hear why you asked me to talk to you today." Smile. "I've noticed that some people have been resigning from Office Park Hell. Why do you think that is?" Concerned smile.

Turn the tables, have some fun, then find your next job.

[Anonymous]

Can you ask for more money in a "stay" interview?

[Anonymous]

I'm curious why there is such universal mistrust/disdain for stay interviews.

It seems to me that if management is doing them, they KNOW they have a problem that they need to fix. They are seeking employee help to understand the problem and seek recommendations. Why not be honest, while keeping the focus on suggestions for improvement and not complaints?

And those of you saying that HR is never there to help employees, I think you may be confusing the subset of HR that is Employee Relations (a terrible misnomer) with the entire HR function. There are MANY in HR roles that are very much focused on recruitment and retention, which means employee engagement and satisfaction. Why not help them?

[Anonymous]

Anonymous wrote:I'm curious why there is such universal mistrust/disdain for stay interviews.

It seems to me that if management is doing them, they KNOW they have a problem that they need to fix. They are seeking employee help to understand the problem and seek recommendations. Why not be honest, while keeping the focus on suggestions for improvement and not complaints?

And those of you saying that HR is never there to help employees, I think you may be confusing the subset of HR that is Employee Relations (a terrible misnomer) with the entire HR function. There are MANY in HR roles that are very much focused on recruitment and retention, which means employee engagement and satisfaction. Why not help them?

If your manager doesn't know what's going on with you then something is wrong that hr needs to get involved

[Anonymous]

Anonymous wrote:

Anonymous wrote:I'm curious why there is such universal mistrust/disdain for stay interviews.

It seems to me that if management is doing them, they KNOW they have a problem that they need to fix. They are seeking employee help to understand the problem and seek recommendations. Why not be honest, while keeping the focus on suggestions for improvement and not complaints?

And those of you saying that HR is never there to help employees, I think you may be confusing the subset of HR that is Employee Relations (a terrible misnomer) with the entire HR function. There are MANY in HR roles that are very much focused on recruitment and retention, which means employee engagement and satisfaction. Why not help them?

If your manager doesn't know what's going on with you then something is wrong that hr needs to get involved

Right.....hence the stay interview. All the more reason to participate.

[Anonymous]

I would do a reverse interview. You know a lot of people are leaving and you are concerned. What are THEY doing about it besides these interviews to be proactive? You love the company and obviously want it to thrive. Please explain what management feels is the problem!? Hiring more staff, raises, bonuses?

[Anonymous]

Anonymous wrote:I’ve been a loyal employee for 10 years. The final straw broke. I can’t do any more with less. I’m done working crazy hours and stretching every cent while private jets get purchased. I am interviewing seriously now.

My employer is making everyone go through a “stay interview” because many have jumped ship in the past few months. I need to keep my poker face on during mine.

How would you respond to a “stay” interview? Do I smile and say “it’s great” or give any reason for concern? Is neutral too obvious?

Trying to hold it together and get a paycheck while I look.

I think it is fair to see that your team is feeling stretched with so many responsibilities and not enough resources to (not do their jobs, but) to take advantage of new chances to innovate. Everyone is committed to the work and sees great opportunities, but we wish the company would increase quality staffing in our area so that we can take advantage.

[Anonymous]

I have zero investment in the interests of HR and management at an organization that is running downhill. My personal experience is that anything said in these circumstances can and will be used against you long after you have left the organization. I should have just kept my mouth shut and quietly left even sooner than I did.

[Anonymous]

Lie to their face.

then, when you get a new job, laugh as you walk out the exit.

[Anonymous]

Anonymous wrote:I agree with others that you obviously shouldn’t say that you are looking.

BUT I think you should take the opportunity, if asked, to suggest one or two actionable things that could make the work environment better. Importantly, I don’t mean complain or say anything negative. Rather say some things that could help in a forward looking way.

[b]The fact that they are conducting the interviews means that somebody sees a problem and wants to try to fix it. You can help them without sabotaging yourself.

I think the fact that they are conducting interviews means someone wants to CYA. I’d be they knew about the problem and ignored it. Or they are really, really dumb.

Something similar going on in my org. If they cannot see the obvious, I cannot help them. It has been pointed out. They do not care.

Buh-bye!!!!

[Anonymous]

Anonymous wrote:Just smile through it and say how great everything is. If you really want to fake it, look for a problem the employer already solved, mention that was your only complaint, then swoon at how fabulous they are for having fixed it. Become the smiling face emoji ☺️☺️☺️☺️

+10000 I lie just like our managers lie to us - smiling all the time and knowing that nothing being said is real

[Anonymous]

Anonymous wrote:Eh, if you're already looking, I don't see anything wrong with being kind but honest. They can't fix a problem if everyone lies and tells them it's great and then quits three weeks later. They're trying to get to the root of the problem, so be honest and help them find it. I've never gone wrong by doing that.

You are a very kind and generous person who believes the best in everyone.

[Anonymous]

Anonymous wrote:I would do a reverse interview. You know a lot of people are leaving and you are concerned. What are THEY doing about it besides these interviews to be proactive? You love the company and obviously want it to thrive. Please explain what management feels is the problem!? Hiring more staff, raises, bonuses?

I think this is a great idea.

Sorry, but figuring out why people are leaving is not brain surgery. Did 10 people leave last year and you didn't replace them. Try looking there. Are there record profits but you gave a COL raise. Are employees logged in 10, 12, 14 hours a day?

Otherwise, if you are looking to jump ship and feel confident in finding a new job if you were to lost this one then I'd let 'er rip.

[Anonymous]

Anonymous wrote:

Anonymous wrote:I would do a reverse interview. You know a lot of people are leaving and you are concerned. What are THEY doing about it besides these interviews to be proactive? You love the company and obviously want it to thrive. Please explain what management feels is the problem!? Hiring more staff, raises, bonuses?

I think this is a great idea.

Sorry, but figuring out why people are leaving is not brain surgery. Did 10 people leave last year and you didn't replace them. Try looking there. Are there record profits but you gave a COL raise. Are employees logged in 10, 12, 14 hours a day?

Otherwise, if you are looking to jump ship and feel confident in finding a new job if you were to lost this one then I'd let 'er rip.