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.

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?

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.

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 ☺️☺️☺️☺️

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.

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.

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

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?