The Power of a Stay Interview…a Game-Changer for Employee Retention

For years, the corporate world has leaned heavily on exit interviews to understand why employees leave. But here’s the kicker: by the time you sit down for an exit interview, it’s probably already too late. The employee has made up their mind, the resignation letter is in your inbox, and all that’s left is a post-mortem on what went wrong. What if you could flip the switch and get ahead of the curve? That’s where stay interviews come in—a game-changing tool that turns employee retention from a reactive scramble into a proactive strategy.

Flipping the Switch:
From Exit Interview to Stay Interview

Think of the stay interview as the more hopeful cousin of the exit interview. Instead of waiting for someone to leave and asking, “What could we have done better?” you’re sitting down with your employees now, while they’re still with you, and asking, “What’s keeping you here, and how can we make sure you stay?”

By flipping the switch from focusing on departures to focusing on engagement, stay interviews give managers a golden opportunity to strengthen relationships, boost morale, and—most importantly—create a culture where employees feel heard. The benefits of stay interviews are immense: they help you uncover what makes your employees tick and what’s quietly eroding their enthusiasm before it becomes a reason to leave.

This isn’t just about retention, though. Stay interviews are a powerful tool for employee engagement. By regularly checking in, you send a message that their happiness and career development matter. Employees become more connected to their roles, more invested in their future with the company, and more willing to give candid feedback.

Industry surveys indicate that 20-30% of companies use stay interviews as part of their retention efforts. However, this number is increasing as more organizations recognize their value in preventing turnover.  Typically, HR professionals or direct managers conduct stay interviews. In some cases, companies may involve a third-party consultant or recruiter to offer a neutral perspective. Direct managers are often preferred because they have a closer relationship with the employee, fostering open communication, while HR helps ensure the process is structured and consistent.

How to Conduct a Stay Interview That Works

A successful stay interview requires more than just asking the right questions—you need the right mindset. It’s not an interrogation; it’s an open, candid conversation. Here’s how to make sure your stay interview has a positive impact:

• Set the Stage: Let your employees know upfront that this is a safe space to share their thoughts, and that their feedback will be used to improve their experience. Trust is key.
• Keep It Casual, But Focused: You want your employee to feel at ease, but you also want to steer the conversation toward what’s working and what’s not. Balance the laid-back vibe with purpose.
• Listen, Don’t Defend: If an employee brings up something uncomfortable, don’t jump into defensive mode. Your job is to listen and understand, not explain it away.
• Be Ready to Act: The best stay interviews don’t end when the conversation does. Follow-up is critical. Whether it’s a quick fix or a larger initiative, show your team that you’re serious about making things better.

Here are 10 stay interview questions to help you dig deeper into the employee’s experience:

1. What do you enjoy most about your work?
   
2. What keeps you motivated day-to-day?
3. If you could change one thing about your job, what would it be?
4. Is there anything that frustrates you or slows down your progress?
5. Do you feel recognized and appreciated for your contributions?
6. Are you challenged in your role, and do you see a path for growth?
7. Have you thought about leaving the company? If so, what prompted those thoughts?
8. What can I, as your manager, do differently to support you?
9. How can we improve our team dynamics?
10. What resources or tools do you need to be more effective in your job?
    

    
    After the Stay Interview: Now What?

    Here’s the deal: conducting the stay interview is just the start. What happens next determines whether that conversation creates real change. Employees want to see that their feedback isn’t falling into a black hole and also that the are not being penalized if they have criticized the company. After the interview, sit down and review the key takeaways. Identify a few action items you can tackle immediately—these “quick wins” will show your employees that you’re serious about making improvements.  For bigger, long-term issues, be transparent about what steps you’re taking. It’s okay if not everything can be fixed overnight, but regular updates will keep employees in the loop and maintain trust.

     

    The Employee Perspective: How Honest Can You Be?

    Now, if you’re on the other side of the table—the employee in a stay interview—you might be wondering how honest you can actually be. After all, the last thing you want is to say something that could alienate your boss or put your job at risk. The key is to be candid, but constructive. It’s all about framing your feedback in a way that highlights solutions rather than just pointing out problems.

     

    Sample Answer for Employees

    1. Manager: “What’s one thing you’d change about your role?”
       Employee: “I’ve been feeling stretched thin lately. I think it would help to prioritize key projects or possibly delegate some tasks to a junior team member. I want to ensure the quality of my work remains high.”
    2. Manager: “Have you ever considered leaving?”
       Employee: “I’ve had moments where I felt a bit overwhelmed, but I really value the team and the work we’re doing. I’d like to focus on finding a better balance so I can be at my best.”

    By focusing on solutions, employees can raise concerns without putting themselves in a precarious position. Constructive feedback doesn’t just help the employee—it helps the company grow and adapt.

The Best Outcome for Everyone

When done right, stay interviews can create a ripple effect of positive change within your organization. The best outcome? Employees feel valued and heard, and employers gain insights that allow them to improve engagement and retention. It’s a win-win. Employees who feel comfortable giving honest feedback are more likely to stay loyal, and companies that take proactive steps based on those interviews are better positioned to retain their top talent.

So, next time you’re thinking about conducting an exit interview, consider flipping the switch. Ask yourself: what if I didn’t have to lose this person to find out how to make my workplace better?

You may find that Stay interviews not only enhance communication between managers and employee, but also provide insights into employee concerns before they ever escalate. They are essential for fostering a positive work environment and can significantly contribute to retaining your organization’s top talent​.

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Written by  Nancy Schuman, CSP,  the former Chief Commuications Officer for LLoyd Staffing.

A recruitment and career specialist, Nancy has more than 40 years in the staffing industry  – 27 of them with LLoyd.  Now semi-retired, she remains an advocate for career education; she has advised thousands of candidates on their resumes and job searches while also serving as the Careers columnist for a large weekly Long Island newspaper. Nancy has written 11 popular books for job seekers and business professionals.  You can find her Author’s page and books on Amazon.  She continues to blog for Lloyd and coach job seekers at all levels, offering advice for today’s competitive workplace.