The traditional exit interview is a familiar, and often frustrating, ritual. It’s a post-mortem, a conversation held after a valued employee has already made the decision to leave. While it might offer valuable data on why people quit, it does little to prevent the next departure. In a world where talent is a company’s most valuable asset, a reactive approach is no longer enough.
Enter the “stay” interview. This is a proactive, intentional conversation with an existing, high-performing employee to understand their motivations, aspirations, and what keeps them engaged and satisfied. The goal is simple: to identify and reinforce the factors that encourage them to stay, before a conversation about leaving ever has to happen.
Why “Stay” Interviews Are Your Best Retention Tool
Moving from a reactive to a proactive strategy offers powerful benefits for your business:
- Preventive Action: By understanding what’s working and what’s not, you can make timely adjustments. This could be anything from a small change in a process to a new training opportunity, all designed to address potential pain points before they become deal-breakers.
- Boosted Engagement: The act of asking an employee what they need and how they feel sends a clear message: “You are valued.” This alone can significantly improve morale, trust, and overall engagement.
- Uncovering Blind Spots: Leaders often have blind spots about the day-to-day realities of their teams. Stay interviews can reveal hidden frustrations, clarify misunderstandings, and uncover valuable insights that might otherwise go unnoticed.
- Personalised Support: Every employee is different. A stay interview allows you to tailor your support and development efforts to individual needs, whether that’s more autonomy, specific project assignments, or mentorship.
How to Conduct a Great “Stay” Interview
A stay interview should be a conversational, one-on-one meeting, ideally conducted by a direct manager. It should be informal, non-threatening, and focused on listening more than talking. Here are some questions to get you started:
- What makes you look forward to coming to work each day? (Focuses on positive motivators)
- What are you learning here, and what skills would you like to develop further? (Gauges their growth mindset)
- Do you feel valued and respected for your work? (Assesses their sense of belonging and recognition)
- What, if anything, might tempt you to start looking for another job? (Uncovers potential risks and frustrations)
- What can I, as your manager, do to make your job better? (Puts the ball in your court and offers actionable feedback)
Tips for Success
- Make it a Habit: These interviews are most effective when they’re a regular part of your management routine, not a one-off event.
- Listen Actively: Avoid getting defensive. The purpose is to understand, not to justify.
- Take Action: The most crucial step is to follow through on the feedback you receive. Whether it’s a small change or a long-term plan, showing that you’ve listened and acted builds immense trust.
By investing time in these proactive conversations, you move from simply managing turnover to intentionally building a culture of long-term loyalty and engagement. The stay interview is a simple yet powerful tool that can transform your approach to talent retention and strengthen your team from within.