It is hard to find good people but keeping them engaged is an even greater challenge. The stay interview is more beneficial than other retention strategies because it is more personal. Formal sit-downs can come off as rigid and impersonal, and we are trying to create moments for employees to voice their feelings to managers, helping them feel valued within the organization. These interactions pave the way for ongoing feedback between employees and managers, explains Calvin Sun of Paylocity. (Credit: PHOTOBUAY/Shutterstock.com) It is hard to find good people but keeping them engaged is an even greater challenge. The stay interview is more beneficial than other retention strategies because it is more personal. Formal sit-downs can come off as rigid and impersonal, and we are trying to create moments for employees to voice their feelings to managers, helping them feel valued within the organization. These interactions pave the way for ongoing feedback between employees and managers, explains Calvin Sun of Paylocity. (Credit: PHOTOBUAY/Shutterstock.com)

Keeping the talent pipeline full is shaping up to be one the most pressing issues for employers and their HR departments this year. Labor shortages are impacting industries of all types all across the country. One way to help ease the burden is to minimize the rate of resignations by existing employees. Not only does this reduce the number of open positions that need filling, but cuts back on onboarding, training and other administrative tasks associated with new hires.

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Emily Payne

Emily Payne is director, content analytics for ALM's Business & Finance Markets and former managing editor for BenefitsPRO. A Wisconsin native, she has spent the past decade writing and editing for various athletic and fitness publications. She holds an English degree and Business certificate from the University of Wisconsin.