Supervisors routinely practice the three ‘R’s,” re-acquire, re-hire, and re-train. This ‘hamster wheel’ binds management to high turnover. Fortunately, a powerful solution through C-Suite Analytics reduces turnover and enhances profitability. When companies use stay interview questions, they reduce turnover — here’s how.
A call center racks up a large body count.
Imagine a company utilizing complex logistics software in a fast-paced dispatch call center. The call center experiences high turnover. This becomes costly to the company. Call center supervisors train new hires in ninety-days. Demoralized, they watch freshly trained employees walk out the door. Supervisors fall into a costly routine of interviewing, hiring, and re-training. Meanwhile, they must juggle current workloads with teams ‘as is.’ They must cover the “gap” until new hires evolve into trained staff. Unfortunately, the “gap” costs real company dollars.
A call center needs quality new hires.
Management responds with an ‘outside-in’ approach and outsources hiring to placement services. The company uses a temp-to-hire strategy. Hopefully, temporary workers adequately fill required positions. Temps transition to employees after six months.
Optimistically, management sets sail on the temp-to-hire journey. Will temps find permanent employment as an incentive to stay? Superficially, temp-to-hires stay until employed. However, initial causes for high turnover remain, so they begin leaving afterward.
The call center ends up with either new employees that leave shortly after hiring or less qualified candidates that don’t make the cut. Remaining temp-to-hires are not happy and leave. High turnover doesn’t go away, it becomes drawn-out. Finally, the call center builds an expensive dependency on placement services. Like throwing darts at a bullseye, the management at the call center, with fingers crossed, hires one temp after another. The company finds no real solution.
Stay Interview Questions provide a solution.
Discover business-driven solutions through C-Suite Analytics. The struggling call center described above engages with a stay Interview professional. Supervisors trained on how to conduct stay interviews focus and interact with employees. Questions reveal accurate personnel data, predicting turnover. Supervisors work with employees. The results — goal setting and supervisor accountability empowers both workers and management.
Supervisors establish trust with employees.
Stay interview questions establish trustworthiness and accountability. Questions guide employees to disclose why they might want to leave. Furthermore, intuitive questions reveal their values, motivations, and dislikes. Supervisors establish goals with employees creating processes and incentives for employees to stay.