Stay Interviews

What are Stay Interviews?

A stay interview is a conversation between a manager and their direct report (usually a top performer) on why they choose to stay at the company, potential growth opportunities, and suggestions for improvement. 

According to Gallup, only 1 in 3 US employees are engaged at work. To lift entire teams up, set clear expectations, show appreciation, and provide an organizational culture that promotes growth and continuous learning. 

Kevin Kruse, founder of LEADx, writes that “the goal of the stay interview is to understand what it would take to keep existing talent longer.” These 1-on-1 conversations answer the million-dollar question, “Why do you choose to stay at our company?”

Why Should You Conduct Stay Interviews?

Besides maintaining an open ground for conversations around pay, stay interviews allow employees an opportunity to bring their thoughts to the table with their manager in a conversational setting. These interviews are likely to be less stressful than anonymous mandatory feedback forms and encourage more candid responses. 

HR managers and supervisors can gain feedback on team dynamics, management effectiveness, and workplace culture. This helps foster stronger communication, resolve conflicts early, and ensure that employees feel valued and heard, boosting overall team morale and cohesion. 

Stay interviews provide a closer look at employees’ career aspirations, development needs, and growth opportunities. Their responses can be examined to tailor talent management strategies—such as training programs, promotions, or succession planning—aligning employee goals with organizational priorities for long-term success. 

How Do You Know When a Stay Interview is Successful?

A successful stay interview is one where employees feel heard, valued, and understood, and are willing to share candid feedback about their experiences. Success can be measured by the actionable insights gathered, such as specific areas of improvement or ideas for retention strategies. 

How to Conduct Stay Interviews: Steps and Examples

Conducting effective stay interviews involves asking the right questions, creating a comfortable environment for open dialogue, and actively listening to feedback. Unlike exit interviews, which focus on why employees leave, stay interviews are conducted while employees are still with the organization. 

Learn about the best practices for conducting stay interviews, from preparation to follow-up, for actionable insights to improve retention and strengthen your organizational culture. 

1. Prepare for the Stay Interview

Know the purpose, review the employee’s background, and set a comfortable setting. 

“I’ve asked to meet with you today to understand how things are going in your role and what we can do to make your experience here even better. This is an open and honest conversation, and I want to hear about anything that’s working well or areas we can improve on.”

2. Start with Open-Ended Questions

Begin the interview by asking broad, open-ended questions that allow the employee to share their feelings and experiences freely. The goal is to make them feel comfortable and valued.

• “What do you enjoy most about working here?” 
• “What makes you excited to come to work every day?”
• “What do you think we do well as a team or company?”

3. Ask Specific Questions 

Once you’ve established a positive dialogue, dig deeper into areas that might need improvement, such as career growth, work-life balance, relationships with colleagues, or management. 

• “Are there any parts of your job that are frustrating or challenging that you think could be improved?”
• “Do you feel that your work is recognized and valued by the team?”
• “Is there any additional support you need to grow in your role?”

4. Listen Actively and Show Empathy

Listen attentively without interrupting. Acknowledge concerns and show empathy to create a safe space for honest feedback. This helps build trust and rapport. 

• “I can understand how that would be frustrating. Thank you for sharing.”
• “It sounds like that’s an area where we can definitely improve. Let’s figure out how we can address it.”
• “I really appreciate your honesty. It helps us understand what matters most to you.”

5. Address Questions About Retention

It’s essential to identify the factors that keep employees working for an organization. Ask questions that get to the heart of their motivation.

• “What are the top reasons you continue to work here?”
• “Is there anything that would make you feel more engaged or satisfied in your role?”
• “What can we do to keep you here with us?”

6. Discuss Work Environment and Culture

An organization’s work environment, company culture, and team dynamics play a huge role in employee satisfaction. Ask about their relationship with peers, management, and overall culture.

• “How do you feel about the work environment here? Do you feel supported by your team and managers?”
• “Does our company culture align with your values?”
• “Is there anything that we can change to improve communication or collaboration in your team?”

Benefits and Challenges of Stay Interviews

As a powerful tool for organizations, stay interviews offer insights into how to keep employees happy and engaged. By focusing on the positive aspects of an employee’s experience, these interviews help identify what’s working well and what might need attention. However, like any tool, stay interviews come with their challenges—following through with honest feedback can be easier said than done. 

10 Best Stay Interview Questions to Ask

1. Why do you enjoy working here?
2. What keeps you motivated and engaged in your role?
3. How do you feel about the level of communication and support from your manager?
4. Who has helped mentor you during your time here so far? How?
5. Are there any skills or knowledge areas you’d like to develop or improve?
6. How would you describe the company culture to a close friend? 
7. What could we do differently to make you want to stay here long-term?
8. Do you receive regular feedback on your performance? How helpful is it? 
9. Where do you see your career progressing in the next 1-2 years, and how can we support you in that?
10. What excites you most about the future of the company?

Stay Interviews FAQs

Stay interviews are proactive conversations between employers and employees aimed at understanding why employees remain with the company. They help identify ways to improve job satisfaction and retention. 

Should a Stay Interview be Structured?

Stay interviews may fare best when they’re semi-structured, allowing for a balance between guided questions and open-ended discussions. This approach enables managers to gather valuable insights on specific areas of concern, while giving their employees the freedom to express their thoughts in a more relaxed and natural way. 

When is the Best Time to Conduct a Stay Interview?

The best time to conduct a stay interview is typically during an employee’s performance review or at key milestones in their tenure, such as after a successful project or during an annual check-in. These moments provide natural opportunities to discuss job satisfaction and career goals. Ideally, they should be conducted regularly to maintain an ongoing dialogue about employee engagement and retention. 

Who Should Conduct the Stay Interview?

Stay interviews are most effective when conducted by a direct manager or supervisor who has a strong rapport with the employee. This allows for a more personalized conversation where the employee feels comfortable sharing honest feedback. Alternatively, HR professionals can conduct stay interviews, especially if the goal is to gather more anonymous insights or address systemic issues across teams.