Perfect Match

Five steps to building and maintaining a quality employee gene pool.

10 MIN READ

Step #2: Conduct a DNA Interview

Why Do They Stay?


Either individually or in a group setting, ask your top talent the following four “Power Questions.”

1. Why do you stay? It is imperative you understand the reasons your best people stay on board. You may hear things like “I feel I am allowed to do my job” or “I love making our customers happy” or “I learn something new every day.” Whatever the responses, you must keep doing the things that support their reasons to stay, and if anything, make them even better.

2. What would make you leave? This is the golden question of employee retention. No matter where I am consulting, I share this one question as the hallmark to building and sustaining a great company. If you uncover the core reasons your top talent will leave, and then quickly move to fix or completely avoid those scenarios, that is one less great employee you need to hire! For example, I have heard top talent respond, “If you (the president) ever lose focus on our mission, we are gone” and “If we refuse to look at a more flexible work arrangement/benefits plan, I’ll be forced to look elsewhere.”

Remember, it only takes a few extra burrs in the saddles of your top talent to make them want to ride a different horse. It is critical you understand the specific things that may drive away your best people and work hard to eliminate these burrs from your building supply group.

3. Where did we find you? If you want to find more great employees, it is helpful to learn where you found your current ones.

4. Who do you know just like you? It is human nature to want to hang out with people who like what we like and dislike what we dislike. Our best friends usually share verysimilar values and beliefs. So why not ask your top people about whom they hang out with? If you want more good employees, ask your best people to recommend their friends, neighbors, or even relatives.

About the Author

Sidebar Single