STAY INTERVIEW TOOLKIT WHAT IS A STAY INTERVIEW?

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1 STAY INTERVIEW TOOLKIT Retaining our talent is essential for Vail Resorts to be successful. Use this toolkit to ensure the lines of communication stay open between managers and employees. WHAT IS A STAY INTERVIEW? A stay interview is a structured discussion between managers and employees. It s intended to identify specific actions that can strengthen an employee s engagement and retention. Stay interviews enable managers to be out front with their employees. The tool creates a platform for open, candid dialogue around what makes you stay! This toolkit will help: Uncover what employees truly value Identify why employees stay, and what might make them leave Determine areas where employees would like to develop Identify actions that can be taken to keep employees engaged

2 Information for Employees What s in it for me? So you ve been asked to complete a stay interview? Awesome! That means you are a valued contributor and your manager wants to keep you engaged. Seize this opportunity to share what you re passionate about, what s going well (and what isn t), where you would like additional support, and where you would like to develop further in your career. What Do I need to Do? Read the following questions and consider how you will respond Come prepared to talk candidly Commit to the process Make a plan with your manager and follow through on your commitments Revisit your plan on a regular basis Information for Managers What s in it for me? Losing a valuable employee can have a big effect on your team. And it can be very difficult to find and train the right person to replace them. This toolkit will help you improve the retention, job satisfaction, and engagement of employees who would be considered a regrettable loss and help you become a better manager by understanding what drives them. What Do I need to Do? Give this toolkit to your employee so they have a chance to prepare Conduct the interview in a confidential and comfortable setting Use the scripted questions as the compass for your discussion - this will allow you to identify trends if they arise Capture responses Make commitments to develop your employee and follow through on them It s up to you to determine where (walk and talk, on the chairlift, in your office) and how (type into the fields, take notes on paper) you conduct the interview but make sure to be present and engaged in the process.

3 Interview Questions Managers - Use these scripted questions as the compass for your discussion. Be engaged, takes notes, and dig deeper into employee responses. At the end of the interview make commitments to each other on what actions you will take and schedule a time to meet again to discuss your progress. When you come to work each day, what things do you look forward to? Dig deeper: Or to come at it from the other direction, are there things you don t look forward to? What makes you stay? Dig deeper: People/relationships? Job Content? The Company? How supported do you feel in your development? Dig deeper: What are you learning here? If something is missing, what support/resources do you need?

4 Interview Questions What have you felt good about accomplishing in your job and in your time here? Dig deeper: How much do you feel recognized for that/those accomplishments? What would lead you to look at opportunities outside of Vail Resorts? Dig deeper: What s the single most meaningful action that could be taken to address this? COMMITMENTS We will meet again on: Manager I will do the following before we meet again: Employee I will do the following before we meet again:

5 STAY INTERVIEW FIELD GUIDE Identifying and retaining our top talent is essential for Vail Resorts to be successful. Use this toolkit to ensure the lines of communication stay open between managers and employees. Today s date: We will meet again on: fold here Employees What is one thing your manager can do to further your development? What will do to make this happen before you meet again?

6 Managers Use these questions to find out what drives and engages your top employees (those that would be considered a regrettable loss ). Knowing this will help you improve their job satisfaction and engagement. What do you look forward to when you come to work? What don t you look forward to? What makes you stay? People, jobs, company? How supported do you feel in your development? What are you learning here? What s missing What are you most proud of in your work? Are you recognized for your accomplishments? What would lead you to look for work elsewhere? What s the single most meaningful action that could be taken to address this? Notes