{"id":11999,"date":"2024-03-14T17:57:45","date_gmt":"2024-03-14T17:57:45","guid":{"rendered":"https:\/\/www.managementcenter.org\/?post_type=resources&#038;p=11999"},"modified":"2025-08-28T18:47:37","modified_gmt":"2025-08-28T18:47:37","slug":"stay-conversation-agenda","status":"publish","type":"resources","link":"https:\/\/www.managementcenter.org\/resources\/stay-conversation-agenda\/","title":{"rendered":"Stay Conversation Agenda"},"content":{"rendered":"\n<p>Staff retention is just as important as hiring\u2014and that means making time for stay conversations with the people on your team. The <strong>purpose<\/strong> of a stay conversation is to:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Share your genuine commitment to retaining your staff\u2014and be specific about what they bring to the team.<\/li>\n\n\n\n<li>Learn about their wishes for their role and <a href=\"https:\/\/www.managementcenter.org\/resources\/how-to-build-career-pathways-at-your-organization\/\" target=\"_blank\" rel=\"noreferrer noopener\">trajectory<\/a> at your organization.<\/li>\n\n\n\n<li>Affirm their commitment to stay (or, if they\u2019re unsure, get feedback on what would entice them to stay)!<\/li>\n<\/ul>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>What to cover<\/strong><\/h2>\n\n\n\n<p>Here are some potential <strong>components<\/strong> of a stay conversation.<\/p>\n\n\n\n<figure class=\"wp-block-table is-styles-stripe is-style-stripes wp-container-content-9cfa9a5a\"><table><thead><tr><th>Components<\/th><th>What To Say<\/th><\/tr><\/thead><tbody><tr><td><strong>Share the purpose<\/strong><\/td><td>Frame the conversation and share what you hope to get out of it.&nbsp;<br><br>You can say: <em>\u201cI really value what you bring to our team and I hope you\u2019ll stick around for a long time.* In this conversation, I\u2019d like to hear about your hopes for your role here and learn how I can support you. I\u2019m not making promises or asking you to make firm commitments. This is more of an informal conversation so that I can hear your feedback and answer any questions you might have.\u201d<\/em><br><br>*Note: If you have a specific timeframe in mind, share it. Say, <em>\u201cI\u2019d like you to stay for at least two more campaign cycles.\u201d<\/em> Whatever you say, make sure you mean it.<\/td><\/tr><tr><td><strong>Ask about their current role&nbsp;<\/strong><\/td><td><em>You might ask:<\/em><br><br>What about your work feels most energizing, fulfilling, or purposeful?<br><br>What aspects of your job do you find most unpleasant?<br><br>What parts of your role require you to stretch, or challenge you?<br><br>Where do you feel you need the most support in your role?<\/td><\/tr><tr><td><strong>Ask about their desired trajectory<\/strong><\/td><td><em>You might ask:<\/em><br><br>What are you currently doing that you\u2019d love to keep doing?<br><br>Is there anything not in your current role you\u2019d like to learn or try?<br><br>What do you think about managing staff\/managing a team?<br><br>What could you see yourself doing at [organization name] in [X] years?&nbsp;<\/td><\/tr><tr><td><strong>Tell them you want them to stay (and why)!&nbsp;<\/strong><\/td><td>Appreciate their strengths and accomplishments, <em>with examples<\/em>. Share why you think they\u2019re a great fit for their role, the team, and the organization. Tell them explicitly that you want to retain them.&nbsp;<br><br>You can say: <em>\u201cI want you to know how thrilled I am about what you bring to our team and work. I\u2019ve been impressed by X, Y, and Z. I really hope you\u2019ll stay, and I\u2019m committed to doing what I can to support you.\u201d<\/em><br><br>For more advice on how to give great praise, check out <a href=\"https:\/\/www.managementcenter.org\/resources\/in-praise-of-praise\/\" target=\"_blank\" rel=\"noreferrer noopener\">In Praise of&#8230; Praise!<\/a><\/td><\/tr><tr><td><strong>Seek perspective<\/strong><\/td><td>Let them know you welcome candor and won\u2019t hold any honest answers against them. (And then keep your word).<br><br><em>You might ask:<\/em><br><br>What would make you feel even better about working here?<br><br>Is there anything that would prevent you from staying for another X years?<br><br>Is there anything that might cause you to look for another job?<br><br>Do you have any questions for me?<\/td><\/tr><tr><td><strong>Close out<\/strong><\/td><td>Thank them for their time and insight and recap next steps (if any).&nbsp;<\/td><\/tr><\/tbody><\/table><\/figure>\n\n\n\n<p class=\"has-medium-font-size\"><em><strong>Learn how to activate your team\u2019s full potential<\/strong> by enrolling in our<\/em> <a href=\"https:\/\/www.managementcenter.org\/bundle\/?Course=Build%20Your%20Package&amp;Type=Component_Ace%20Performance%20Management&amp;templateid=136\" target=\"_blank\" rel=\"noreferrer noopener\">Ace Performance Management<\/a> <em>training package! Gain the confidence and strategies you need to develop your team\u2019s skills, distinguish growth areas from performance problems, give better feedback, and create great team culture. Grab your spot today!<\/em><\/p>\n","protected":false},"excerpt":{"rendered":"<p>This sample agenda helps you plan \u201cstay conversations\u201d with the staff you want to retain.<\/p>\n","protected":false},"author":14,"featured_media":10399,"template":"","meta":{"_acf_changed":false,"om_disable_all_campaigns":false,"footnotes":""},"tags":[],"resource_types":[51],"topic":[38,41],"collection":[69],"class_list":["post-11999","resources","type-resources","status-publish","has-post-thumbnail","hentry","resource_types-tool-template","topic-check-ins","topic-investing-in-people","collection-performance-evaluations"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v26.0 - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>Stay Conversation Agenda - The Management Center<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" 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