Retaining Good Employees

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“Retaining Good Employees frequently Asked Questions in various Retaining Good Employees job Interviews by interviewer. The set of questions here ensures that you offer a perfect answer posed to you. So get preparation for your new job hunting”



37 Retaining Good Employees Questions And Answers

21⟩ Is first reason leaving employee job may be for more money?

The first reason may very well be more money. If so, proceed by thanking the person and asking if he/she feels as though they were underpaid in the current position. Regardless of the answer, ask how important money is to the person. This will feel uncomfortable, but the interviewer will begin to uncover whether money is actually the No. 1 motivator for leaving.

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23⟩ Suppose if I ask to employee "why are you leaving the job", Is it possible to get the truthful answer?

There are certain questions to ask, such as, "Why are you leaving?" While on the surface it seems like a simple question with a simple answer, nothing could be further from the truth.

Think of it this way: When in a department store and the sales associate asks, "Can I help you?", our pre-programmed response is always, "No, I am just looking."

Well, the same is true for "Why are you leaving?" The pre-programmed response is "for more money." What is the underlying question? Is money the reason the employee went looking in the first place; that answer is usually no.

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24⟩ Most undervalued tool in determining why employees leave?

The most undervalued tool in determining why employees leave is the exit interview. When someone leaves, who is the best person to conduct this interview? If the immediate manager is responsible, the interview will not likely result in honest answers. The interview needs to be conducted by a neutral party, usually someone from human resources.

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25⟩ How would you counter the time you give them a raise for retaining good employees?

You have to get compensation right, as best you can, all the time. These days, anyone good is going to get a raise to move and maybe a signing bonus on top of that.

The thing is you can not counter. It is too late by that point. Once they tell you they have another offer they are already out the door. A raise will not do it at this point, at least not for the good ones.

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26⟩ How do effective managers create employee retention?

Managers who retain staff start by communicating clear expectations to the employee. They share their picture of what constitutes success for the employee in both the expected deliverables from and the performance of their job. These managers provide frequent feedback and make the employee feel valued. When an employee completes an exchange with a manager who retains staff, he or she feels empowered, enabled and confident in their ability to get the job done.

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27⟩ Why would you pay market or above for retaining good employees?

This seasoned engineer should not have had a five-figure salary, even if it made sense in a historical context. Pay market or above, as soon as you can. It is a sign of respect. And most of the best ones will not ask. They will just eventually get frustrated and leave.

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28⟩ Tell me what are the employee retention matters?

The quality of the supervision an employee receives is critical to employee retention. People leave managers and supervisors more often than they leave companies or jobs. It is not enough that the manager is well-liked or a nice person. Sure, a nice, likeable manager earns you some points with your employees. A draconian, nasty or controlling manager takes points away from your organization. So will below market benefits and compensation but a manager or supervisor, who is a professional at employee retention, knows that the quality of the supervision is the key factor in employee retention.

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29⟩ How would you be paranoid and intervene for retaining good employees?

Now by the time they take another job, it is too late. Even if a raise would work then, which it will not, the relationship is damaged at that point anyway.

But it is not necessarily too late when they start to interview. It may be, in its own way, a plea of exasperation as much as anything else. If you can fix whatever is at issue, you can usually keep him or her.

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30⟩ How would you underscore positive feedback with something tangible for retaining good employees?

Beyond salary/bonus/equity, think about "rewarding" employees for truly superior performance, how about dinner on the company as a spot award? or recognizing employee's start-date anniversaries? or closing the office early before a holiday to allow the team to get a jump on the holiday? or awarding a personal day after completion of a 'hairy-scary' assignment?. At the end of the day words are just words. While feedback is important, people also need to feel appreciated in a tangible way. The return in terms of employee loyalty and commitment will far outweigh the financial cost of these "spot" awards over the long run.

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31⟩ How would you define communication for retaining good employees?

The funny thing about communication is that it is as much about the words you say, as it is about the tone of your voice combined with eye contact, hand gestures, body positioning and even touch.

A large percentage of the meaning we derive from communication is derived from the non-verbal cues the other person gives. So, if you only meet virtually with your team, much of your message and their response to it may be lost. Face time, however scarce, is an immensely important factor in communicating well and establishing trust. If you are managing employees in remote locations, try to meet with them in person on a regular basis maybe not monthly but at least 2 to 3 times per year.

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32⟩ How would you create growth opportunities for retaining good employees?

When hiring, look inside first. Make it a priority to scan the internal environment first to see if there are existing employees who could stretch into the new position…growing to the next level. Make sure employees are aware of internal openings and have a chance to apply for them if they are interested.

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33⟩ Why would you talk to people and get real feedback at least once a quarter for retaining good employees?

You need to meet one on one, in an unstructured way, with all your best people at least once a quarter. Quietly and ask them what is frustrating them about their job. What they want to be doing but are not getting to do. Be friendly but blunt. You need to learn. Get it out of them.

You may think if you have drinks together or socialize together that you will know if they are happy. But you will not. Even if people complain in those contexts, it will be general complaints. You will not learn or know, what your top people need to find their growth path at your company. Where they feel stalled out and frustrated. You have to ask.

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34⟩ Please list a few steps for retaining good employees?

Here are a few steps for retaining good employees:

★ Communicate

★ Coach

★ Establish clear performance metrics and make employees accountable for delivering

★ Leverage performance reviews to gain insights into employee' goals and aspirations

★ Create growth opportunities

★ Underscore positive feedback with something tangible

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35⟩ How would you find a growth path for retaining good employees?

You have to find a growth path for the great ones. The great ones will join your company to grow, to learn, to do new things. If they can not grow, they die a little every day. It is your job to understand the career path for all your key employees. And do whatever you can, within the boundaries of reality, to help them achieve it.

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36⟩ What is employee turnover in employee retention?

Employee turnover is a symptom of deeper issues that have not been resolved, which may include low employee morale, absence of a clear career path, lack of recognition, poor employee-manager relationships or many other issues. A lack of satisfaction and commitment to the organization can also cause an employee to withdraw and begin looking for other opportunities. Pay does not always play as large a role in inducing turnover as is typically believed.

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37⟩ Tell me what is employee retention?

Employee retention refers to the ability of an organization to retain its employees. Employee retention can be represented by a simple statistic (for example, a retention rate of 80% usually indicates that an organization kept 80% of its employees in a given period). However, many consider employee retention as relating to the efforts by which employers attempt to retain employees in their workforce. In this sense, retention becomes the strategies rather than the outcome.

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