Advantages

• One to one interviews provide the opportunity to gain qualitative information to clarify or supplement Staff Survey Information.
• Staff who are reluctant to raise issues in an open forum such as a task groups or focus group where managers and other staff not known to them are present, may be prepared to raise these issues in a confidential environment with a senior, neutral staff member such as a member of the Human Resources department.
• In predominantly male organisations, one-to-one interviews may be the only way to gather information on issues of concern from female staff who, because of their small numbers are concerned that their responses in staff surveys will be identifiable as theirs in the summary of responses.

How to organise one-to-one interviews 

• Determine how staff members will be selected for these interviews.
  • at random;
  • all female staff;
  • by nomination;
  • by self-nomination;
  • by selected work area.
• Notify staff that these interviews will take place highlighting their value in providing further information on issues of interest and concern. Include a statement from the CEO or senior HR manager.
• Circulate list of topics to be discussed at the interviews to the participants.
• Conduct interviews in confidential and relaxed environment.
• Provide feedback on the information gathered to all staff at the end of the process. 

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