Companies like Dell encourage team leaders to conduct retention interviews before an employee leaves

In an effort to retain talent that is in high demand after the Covid-19 pandemic, HR is using retention interviews for better employee relations.

“We gave the manager a clear idea of ​​where he stands and why he is important to our success now and in the future. He was grateful for the path and it helped us retain this high-potential talent,” MD and CEO Aditya Narayan Mishra told the publication.

“When there are signals and a high-potential employee may be thinking about leaving, we expect the leader to step in and have that conversation and, if necessary, bring the leader together at the skip level. An additional level can help the team member understand the situation and also brings a different perspective to the conversation,” Rahra said.

This is important for the team member to understand the commitment the company is making to his or her career.

So how do companies know if an employee is thinking of leaving?

Organizations are now looking for signs to understand the psyche of employees and whether they feel unwanted in their team. The process starts with career chats and interviews with the team manager, who explains to the employee their career path within the company.

Unlike exit interviews, which are usually focused on employee feedback, retention interviews are a great tool to make the employee feel psychologically safe and build relationships with management. HR experts believe that counter offers are not as effective as they appear when an employee has left.

They believe that team leaders should be empowered to make such decisions in order to engage in career conversations with employees.