Unlike exit interviews, which happen when it’s too late to retain an employee, stay interviews are proactive. They give you valuable insights into what motivates your team to stay and what improvements can be made to enhance their experience at your company. Conducting stay interviews can help you identify potential areas of disengagement before they become reasons to leave, allowing you to retain your top talent and make meaningful changes.

Stay interviews aren’t about putting employees on the spot; they’re an opportunity to open a genuine conversation about their needs, concerns, and aspirations. By asking the right questions and fostering a culture of trust, you can build stronger relationships with your team and ensure their long-term satisfaction.

When and How to Conduct Stay Interviews

The timing of a stay interview matters. Ideally, these conversations should take place when employees have been with the company for a while, but well before they might be thinking of leaving. Regularly checking in with team members about their job satisfaction, growth opportunities, and challenges keeps the lines of communication open and allows for immediate adjustments when needed.

Rather than a formal sit-down interview, consider making these conversations feel casual, either during regular one-on-one meetings or when discussing their progress. This helps employees feel comfortable sharing their honest opinions without worrying about judgment.

Questions to Ask During a Stay Interview

The questions you ask during a stay interview should focus on what employees enjoy about their job, what challenges they face, and how they envision their future at the company. These conversations should be constructive, aiming to uncover what’s going well and where improvements can be made.

Here are some thoughtful questions to guide your stay interview:

• What do you enjoy most about your job?

This question helps identify the aspects of their work that keep them engaged, whether it’s their day-to-day tasks, relationships with colleagues, or a sense of purpose.

• What would make your job more satisfying?

By understanding what could improve their work experience, you can address potential issues or frustrations before they become major concerns.

• Is there anything that frustrates you about your current role?

Giving employees the space to express frustrations allows you to address challenges head-on and prevent disengagement.

• How do you feel about your opportunities for growth and development here?

Growth opportunities are a key driver of retention. This question can reveal if employees feel they have a future at your company and whether they’re being challenged in ways that help them grow.

• Do you feel recognized for your contributions to the team?

Recognition plays a big role in employee satisfaction. This question can help you understand whether your current recognition efforts are effective or if they need to be adjusted.

• What can I, as your manager, do to support you better?

Managers play a critical role in employee engagement. This question shows that you’re open to feedback and willing to improve your leadership style to better support your team.

Making the Most of Stay Interviews

Stay interviews are only valuable if you take action on the feedback you receive. Employees will appreciate the opportunity to share their thoughts, but if they see no changes, it could lead to frustration. After each stay interview, take the time to reflect on what you’ve learned and look for themes across the team. Are there common concerns about workload, recognition, or opportunities for growth? If so, prioritize making changes that address those issues.

Equally important is communicating back to employees. Let them know what steps you plan to take based on their feedback. This shows that you’re committed to improving their work experience and valuing their input.

Turning Feedback into Retention Strategies

Stay interviews give you the chance to make real-time adjustments to retain your best employees. Whether it’s offering more flexibility, providing new learning opportunities, or increasing recognition, the insights you gain can help you build a more supportive and engaging workplace.

Keep the conversation open beyond the interview. Continue checking in with employees regularly to ensure they feel heard and supported. A stay interview shouldn’t be the only time an employee feels comfortable discussing their job satisfaction—it should be part of an ongoing dialogue about their experience and growth within the company.