We’re all familiar with the formal process of resignation, where the final step often includes an exit interview. It’s typically a confidential meeting between HR and the departing employee, where feedback is collected to understand the reasons behind the resignation.
While exit interviews have long been a standard practice in the workplace, a new approach is starting to gain traction: the stay interview. Instead of waiting for employees to leave, organizations are now using stay interviews to understand what motivates them to remain with the organization and explore ways to further enhance their engagement and job satisfaction. Unlike exit interviews, which are reactive in nature, stay interviews are proactive as they aim to identify and address potential issues before employees reach the point of resignation.
Let’s explore deeper to understand why stay interviews are on the rise and how they’re becoming one of the most effective tools for employee retention today.
Understanding the Basics: What Are Stay Interviews?
Stay interviews, also known as stay conversations, are one-on-one meetings between an employee and their manager or an HR representative. These discussions aim to understand what keeps the employee engaged and satisfied in their role.
The core focus areas include: what the employee values, their likes and dislikes about their current role, team, or company culture, and the changes they would like to see. When led by managers, these interviews offer a more personalized and proactive approach to employee retention. The impact of stay interviews is significant and measurable. According to a report by the Workforce Institute at UKG, nearly 2 in 5 employees who quit without having a stay interview said it could have influenced their decision to stay. The data highlights a clear message: when employees feel unheard, they’re more likely to walk away.
Key benefits
Here are some key benefits of stay interviews:
Improves retention: When executed effectively, stay interviews can serve as an excellent tool for retaining top talent. They allow the company to identify what truly satisfies employees and address their needs, significantly boosting the chances of long-term retention.
For instance, at a tech company, a product manager shared feeling undervalued. In response, the team manager introduced regular recognition shout-outs. The result? The product manager felt appreciated, chose to stay, and became more engaged and productive.
Builds trust: Stay interviews also work for building trust in the workplace. When you regularly check in with employees and truly listen to what they have to say, it makes them feel heard and valued. This open communication also encourages a sense of psychological safety in the workplace, strengthening the bond between employees and management.
Higher engagement: Unlike general engagement surveys or other tools, stay interviews focus on the unique needs of each employee. By learning what motivates individuals to stay, employers can promote successful strategies and make targeted improvements where necessary. Conducting one-on-one stay interviews early in an employee’s journey also helps evaluate their initial experience and address any concerns before they escalate, making way for long-term engagement.
Here are a few effective stay interview questions to help you understand what matters most to your employees.
- What part of your job excites or motivates you the most? This question helps highlight the elements that drive engagement and contribute to overall job satisfaction.
- Is there anything about your current role you would like to see improved or changed? This question helps uncover areas of dissatisfaction or potential growth for employers.
- What do you value most about our workplace culture, and what areas do you think need improvement? This question highlights both the strengths of the company culture and the areas where improvements may be needed.
- Do you feel adequately recognized for your work? This question reveals if employees feel their contributions are acknowledged.
- What aspects of your last job did you enjoy that you don’t currently experience in this role? This question can offer ideas for improving the current employee experience.
- How well are you able to maintain a healthy work-life balance in your current role? This question helps in identifying if employees feel supported in balancing their professional and personal responsibilities.
When should your company implement stay interviews?
- New Hires (90-Day Mark): Conduct the first stay interview around 90 days after a new employee joins, with a follow-up at 180 days. This helps you understand their initial experience and address any onboarding or adjustment concerns early on.
- Every 6 Months or During Annual Reviews: For existing employees, aim to hold stay interviews every six months to stay aligned with their evolving needs. You can also integrate them into annual performance reviews by combining performance discussions with retention-focused questions.
- After Major Organizational Development: Stay interviews are especially valuable after significant changes like restructuring or layoffs. They give remaining employees a chance to express concerns and help HR reassure and retain talent during uncertain times.
The key to successful stay interviews
While it’s important to know which questions to ask during a stay interview, its success depends on key elements that go beyond the script.
Listen
Make sure you’re truly listening to what your employees are saying. Maintain eye contact, stay present, and don’t get caught up thinking about your next question. Active listening shows that you value their input and helps build trust.
Keep it informal and semi-structured
Stay interviews shouldn’t feel like a formal interrogation. Follow a casual, conversational style that makes it easier for employees to open up about their experiences, concerns, and goals without feeling judged or on the spot.
Be open to employee feedback even when it is negative
Employers should approach stay interviews with an open mind and be prepared to hear honest even negative feedback. Avoid viewing an employee’s input as a personal attack or a criticism of the company. When managers react defensively or lack the ability to handle candid feedback, it can harm the employer-employee relationship. Additionally, avoid dominating the conversation or dismissing the employee’s responses, even if you disagree.
Turn insights into action
The insights gathered from each stay interview should be documented and shared with key decision-makers across the organization. The goal isn’t just to collect feedback but to identify meaningful steps for improvement and talent retention.
Final thoughts
We’ve covered all the key aspects of stay interviews and it’s clear why more and more companies must embrace this powerful retention strategy. When done right, stay interviews not only strengthen employee relationships and enhance employer branding, but also offer significant cost savings.
That said, the success of this approach depends on many factors. If done poorly, stay interviews can easily backfire. For example, when employees share honest feedback but don’t see any meaningful follow-up, it can lead to disappointment and damage trust. Even more critically, if interviewers lack proper training, the experience can feel more like an interrogation than a supportive dialogue. To truly benefit from stay interviews, organizations must approach them with clear intent, well-prepared interviewers, and a genuine commitment to acting on what they hear. Only then can this tool drive real engagement and retention.