Using the Stay Interview for Retention and Culture Development

As companies are fighting for talent in a tight labor market there is a need for them to look at how they are retaining their best people and developing a culture that others want to join.  Too many times managers are focused on the negative aspects of managing people and do not take the time to develop the talent that's right in front of them. 

Today, departing employees are asked their opinions and experiences on their way out the door. These “exit” interviews can reveal some information about why people are leaving, however, the interviews are typically guarded and are certainly too late to affect retention. Instead, the "stay" interview is targeted at retention, exactly as its name implies. These simple conversations take the pulse of employees' current experiences, attitudes and opinions in a more routine cadence, enabling leadership to implement improvements before they have lost a valuable asset. 

By 2025, nearly 25 percent of the United States population is expected to be 60 years of age or older. With this demographic preparing to exit the workforce and enter retirement, what can be done to retain their knowledge and pass it down to the next generation of employees? After all, a good portion of the knowledge that our “employee elders” possess is not written down or stored within a computer—it’s stored in their head. And this is especially true within the manufacturing sector.

Written by Maria Moran, IMEC Regional Manager

Given the constant change and challenges we face as leaders, some foundations are so solid that they are truisms. Yet, sometimes we deserve a few reminders.

A Fresh Look

Survival of the fittest instincts run through us all. We are wired to look for the negative in an effort to protect ourselves. What if we created a culture that trained teams to recognize the positive first? Would solutions be created more efficiently? What if you created a vibrant business by changing the lens that your business is viewed through by its employees?

Written by Ashley Beaudoin, IMEC Technical Specialist and HR Specialist

How do you use employee engagement to retain key employees?

As manufacturing advances, companies report sizable skill gaps. The need for a qualified skill set is essential for success.  In order to keep a business growing, qualified candidates need to surface while key employees are retained.

Leaders are familiar with the basic understanding of employee engagement. However, do they know just how engagement affects the workforce?

The first Tri-State Manufacturing Conference for Illinois, Iowa and Missouri will take place March 15 to help companies of all sizes learn more about emerging trends in the new era of manufacturing.

The event will take place at John Wood Community College in Quincy, Illinois, from 8 a.m. to 4 p.m. Key educational, business and economic development partners from three states have joined forces to create the conference to help regional manufacturers develop employees, processes and technology to grow business and expand into new markets.

JARC - Jane Addams Resource Corporation have recent graduates looking for employment. Hire CNC Machinists, Press Brake Operators and MIG Welders!