In today’s fast-moving corporate landscape, employee retention has become one of the biggest challenges facing organizations worldwide. It’s no longer enough to hire the best people — the real challenge is keeping them motivated, valued, and connected to their purpose at work.
That’s where the concept of “The Stay Interview” comes in. Unlike an exit interview — which happens when an employee is already walking out the door — a stay interview is a proactive strategy to understand what keeps your employees engaged and what might push them away.
This article explores the purpose of stay interviews, the 6 essential questions every leader should ask, and how these conversations can transform your culture into one where people truly want to stay.
What Is a Stay Interview?
A stay interview is a structured one-on-one conversation between a leader and a valued team member with the goal of uncovering what makes them stay — and what could cause them to leave.
It’s not a performance review or disciplinary meeting; it’s a safe space for employees to share honest feedback about their work experience, career aspirations, and challenges.
These conversations help leaders:
- Identify engagement drivers
- Address potential retention risks early
- Build trust and strengthen loyalty
- Improve job satisfaction and morale
Why Stay Interviews Matter More Than Ever
Modern workplaces are evolving faster than ever — and so are employee expectations. People no longer stay just for a paycheck; they stay for purpose, growth, and recognition.
Organizations that conduct regular stay interviews can expect:
- Higher retention rates – by identifying issues before employees disengage
- Increased productivity – when employees feel heard and supported
- Stronger culture – by building trust and transparency
- Reduced hiring costs – as top talent stays longer
According to Gallup, companies with engaged employees see 21% higher profitability. Stay interviews are among the simplest and most cost-effective ways to achieve that engagement.
How to Conduct a Successful Stay Interview
Before jumping into questions, set the right tone:
- Be sincere: Show genuine curiosity and care about the employee’s experience.
- Be consistent: Conduct stay interviews regularly — not only when someone looks dissatisfied.
- Be open: Listen more than you speak. The goal is to understand, not defend.
- Be actionable: Turn insights into changes that improve the workplace.
Now, let’s explore the six essential questions that make a stay interview truly effective.
1. What Do You Look Forward to When You Come to Work Each Day?
This question identifies what energizes and motivates the employee. Their answer will reveal the intrinsic rewards that keep them engaged — whether it’s solving complex problems, collaborating with teammates, or seeing the direct impact of their work.
Understanding what employees value allows managers to design roles and projects that amplify those experiences.
2. What Are You Learning Here — and What Do You Want to Learn?
Growth is the heartbeat of retention. When employees stop learning, they start leaving. This question helps leaders understand how well the company is supporting professional development.
If your team member expresses interest in new skills, certifications, or projects, find ways to make that happen. Growth opportunities are one of the most powerful retention levers in modern organizations.
3. Why Do You Stay with This Company?
This question uncovers what the organization is doing right. It provides valuable insights into the core strengths of your culture — trust, autonomy, recognition, or meaningful work.
When you know what keeps people loyal, you can strengthen and scale those aspects across the organization. It’s also an excellent way to identify your unique employer value proposition (EVP).
4. What Might Tempt You to Leave?
Though it might sound risky, this is one of the most important questions to ask. It encourages honest dialogue about potential pain points or red flags that could lead to turnover.
Whether it’s compensation, workload, management style, or career stagnation — identifying these early gives leaders a chance to fix issues before they become resignation letters.
5. What Can I Do as Your Manager to Make Your Work Experience Better?
Leadership is the single biggest factor in retention. This question personalizes the stay interview and opens a channel for constructive feedback.
Maybe the employee needs more recognition, clearer communication, or flexibility. Small managerial adjustments can have huge impacts on team morale.
6. What Do You Need to Be More Successful in Your Role?
This question focuses on empowerment. It invites the employee to express what tools, resources, or autonomy they need to perform at their best.
It also signals that you, as a leader, are invested in their success. When employees feel supported and equipped, they naturally perform better — and stay longer.
Turning Insights into Action
The true value of a stay interview lies in what you do afterward. Document insights, identify patterns, and take visible steps to address recurring themes.
When employees see that their feedback leads to real change, trust deepens and engagement soars. Conversely, asking without acting can damage credibility.
Consider creating a retention action plan that includes:
- Themes from all interviews
- Short-term and long-term improvement goals
- Communication updates on implemented changes
The Psychological Advantage of Stay Interviews
Stay interviews are more than a managerial tactic — they are a signal of respect. They tell employees, “You matter. We want you here.”
This emotional connection strengthens belonging, one of the strongest predictors of retention. Employees who feel recognized and supported are five times more likely to stay long-term.
Moreover, these interviews give leaders a deeper understanding of motivational psychology — the unique drivers that keep each individual performing at their best.
Common Mistakes to Avoid in Stay Interviews
Even well-intentioned stay interviews can fail if handled poorly. Avoid these pitfalls:
- Being defensive when employees share criticism
- Overpromising changes that can’t be delivered
- Conducting them once a year instead of regularly
- Failing to follow up with updates or action plans
Stay interviews should be part of a continuous dialogue, not a one-time event.
The 6 Stay Interview Questions and Their Purpose
| # | Question | Purpose | Outcome |
|---|---|---|---|
| 1 | What do you look forward to when you come to work? | Identify motivation and joy sources | Boost engagement |
| 2 | What are you learning and want to learn? | Understand development needs | Strengthen growth opportunities |
| 3 | Why do you stay here? | Discover cultural strengths | Reinforce loyalty drivers |
| 4 | What might tempt you to leave? | Detect early turnover risks | Reduce attrition |
| 5 | What can I do to make your experience better? | Collect actionable leadership feedback | Improve management quality |
| 6 | What do you need to be more successful? | Empower employees with resources | Boost performance and satisfaction |
FAQs About Stay Interviews
Q1. How often should stay interviews be conducted?
Ideally, once every 6–12 months, or whenever you sense a shift in engagement. Consistency builds trust and ensures ongoing communication.
Q2. Who should conduct the stay interview?
The employee’s direct manager is usually best positioned, provided there is trust and openness. HR can facilitate or coach managers on how to conduct them effectively.
Q3. How long should a stay interview last?
Typically 30–60 minutes — enough time to go beyond surface-level answers and have an authentic, two-way dialogue.
Q4. Are stay interviews only for top performers?
While they are most crucial for high-value employees, conducting them across all levels promotes an inclusive and healthy workplace culture.
Q5. What should managers do after a stay interview?
Summarize key insights, thank the employee, and communicate the next steps or changes being implemented. Follow-up is the most critical part.
