This year’s our Games and Interactive Satisfaction Survey suggested that 74% of people would consider a position at a different studio this year. As with any industry, retaining your top staff is vitally important, not just to keep the good people on your team but to help attract new talent to your studio.
Personally, if you look back on the reasons for leaving your previous positions it would be my guess that most issues could have been resolved if they were addressed within the last 18 months of your employment. It’s important as managers that you therefore identify and address any potential problems by this simple, yet rarely used technique - the Stay Interview.
A recent Forbes article stated that “on the surface, the Stay Interview appears to be a mirror image of an exit interview, identifying things people like about their job rather than things they dislike.” However, if used correctly, it is far more valuable as it “provides insights managers can use to motivate and retain employees”.
The process of the interview also builds trust between the manager and the employee therefore forging a greater working relationship.
When To Interview
The timing of the Stay interview is just as important as the interview itself. Being aware of any issues before they arise allows you to address the situation before any damage is done. If you are coming towards the end of a long-running project/release, your team could have been on the lookout for something fresh to move to for a while. Therefore, the window for keeping good employees may have already passed.
Another trend that we see in recruitment is an increase in people looking for jobs after a Christmas break when people have had time away from studios with their families and reflected on their work life. Holding a Stay Interview before the studio closes for Christmas, could go some way in preventing this.
Now that you've done your Stay Interviews, it is important that you make sure to address any issues that may be highlighted. The interview alone will not affect change, your actions after the interview are what will make the difference.
There are topics that regularly arise specific to the games industry that Stay Interviews might uncover. Following on from an article I wrote in 2015 about staff retention within the Games Industry, the following 5 points will help you to prepare for some of these issues.
1. Don’t Wait – Ask!
Hold reviews annually in combination with a performance review so employees feel they are being listened to, are valued and that their financial needs are being considered – and met where possible.
Ensure you have an open-door policy on ‘company reviews’ from staff, encouraging employees to offer their feedback about the business, whether it be positive or negative.
2. Benefits Offered vs. Benefits Wanted
Because of this disparity between what is offered and wanted (where practical) employers should put a programme of benefits in place based on what each individual employee wants instead of adopting a one-size-fits-all approach. This will create a bespoke benefits programme tailored to each and every member of staff and their wants and needs.
3. A Question of (Over)Time
While some crunch time is inevitable as a project enters its final phase, the impact on employee motivation and morale is well-documented. The problem is that if such overtime is a normal part of a company’s culture on a rolling basis, it suggests an inherent problem with how the business is run.
To combat the issue, affected companies should carry out a full internal audit to establish where bottlenecks are, why they exist and deal with them to prevent excessive hours and to reduce the risk of demoralised staff leaving.
4. Being Human
One reason for staff actively looking for a job change are not primarily financial – the reasons are far more human; they want a better company culture/atmosphere or feel they have limited opportunities for promotion. Every employee wants to enjoy their work environment and have room to grow so it’s imperative that companies ask themselves what they can do to foster the right culture for their employees and what opportunities they can put in place to help staff develop.
5. Passion Driver
It’s worth noting that the key reason or ‘benefit’ that keeps staff most happy is simple – that they are working on challenging and exciting projects. Perhaps that should come as no surprise; after all, it’s why we’re all working in this industry in the first place.
It’s also important to remember a moderate level of staff turnover can be good for a business; it means fresh ideas and approaches. However, every organisation needs to have a strategy in place to retain the high performers that give it a competitive edge; they are the ones you can’t afford to lose.
If you are looking to add fresh quality talent to your team, please do get in contact.