Stay Interview

This will walk you through everything HRs and managers need to know about stay interviews, from what they are and how they differ from exit interviews, to the benefits for employees and employers, step-by-step guidance to conduct them, sample stay interview questions, and best practices. You’ll also learn how to measure the impact of stay interviews so they don’t just remain conversations but lead to real changes in retention and engagement.

What is a stay interview?

A stay interview is a structured conversation between an employee and their manager (or HR) that explores why the employee chooses to stay with the company and what could make their experience better.

Unlike performance reviews, which focus on evaluating performance, or exit interviews, which happen after resignation, stay interviews are proactive. Their goal is to uncover motivations, challenges, and concerns of current employees, before they consider leaving.

This makes stay interviews a strategic tool for employee retention and engagement. By creating space for employees to share openly, HRs gain actionable insights to improve the workplace and strengthen long-term loyalty.

Difference between stay interviews and exit interviews

• Exit interviews happen after an employee resigns. They capture reasons for leaving but too late to prevent turnover.
• Stay interviews happen with employees who are still engaged. They uncover reasons for staying and potential triggers for leaving, giving employers the chance to act early.

Why should you conduct stay interviews?

Benefits for employees

• Feel valued and heard when leadership takes time to listen.
• Gain clarity on career paths and development opportunities.
• Improve day-to-day job satisfaction through quick fixes (e.g., tools, recognition).
• Build trust and psychological safety in the workplace.

Benefits for employers

• Identify early warning signs of disengagement or turnover.
• Retain high-performing and high-potential employees.
• Gather direct feedback on culture, policies, and leadership effectiveness.
• Strengthen employer branding by showing commitment to employee well-being.
• Save costs related to attrition and rehiring.

In today’s market, where up to 40% of employees globally are considering leaving their jobs, stay interviews can be the difference between losing talent and building loyalty. (Source)

How to conduct a stay interview

For stay interviews to be effective, they need structure. Here’s a step-by-step guide HRs and managers can use:

1. Schedule a private meeting: Choose a time when the employee isn’t under pressure. Keep the meeting separate from performance reviews so it doesn’t feel evaluative.

2. Prepare thoughtful questions: Craft open-ended questions that encourage honest responses. Avoid yes/no or leading questions.

3. Encourage open and honest feedback: Let employees know the conversation is confidential and won’t affect their appraisals. A trusting environment is essential for candid answers.

4. Document insights: Take notes or record themes from the conversation. Store them in a central system so HR can identify patterns across teams.

5. Follow up with actionable steps: The biggest mistake companies make is not acting on feedback. Share next steps with employees, even if changes take time. This builds credibility.

Stay interview questions

About the employee

• What do you look forward to most when you come to work each day?
• When was the last time you thought about leaving, and why?
• What would tempt you to leave the company?

About the job

• What’s the best part of your role, and how can we give you more of it?
• Which of your strengths or skills are underused?
• What would make your job more satisfying?
• Do you feel you’re getting clear goals and objectives?

About company culture

• Do you feel valued and recognized at work?
• How do you prefer to be recognized for your contributions?
• What are we currently not doing as a company that we should?
• How well does our culture support your well-being?

About the work environment

• How satisfied are you with our work-from-home or hybrid policy?
• What would make your work environment more enjoyable or productive?
• How do you feel about your work-life balance?

About technology

• Do you have the tools and resources to do your job well?
• Which tool or software frustrates you most?
• How satisfied are you with communication tools like chat or video calls?

Wrap-up questions

• Is there anything else you’d like to discuss that we haven’t covered?
• How can we make these conversations more effective for you?

Pro-tip: HRs don’t need to ask all 20+ questions at once. Select 8–10 based on priorities, customise the questions as per your requirements, or use a template for consistency.

Measuring the impact of stay interviews

Stay interviews only work if their impact is measurable. HRs can track effectiveness through:

• Turnover rate: Compare before and after implementing stay interviews.
• Engagement surveys (like eNPS): Track improvements in employee satisfaction.
• Retention of high performers: Monitor if top talent is staying longer.
• Closed action items: Measure how many concerns raised are actually resolved.

Stay interview best practices

To get the most out of stay interviews, follow these proven practices:

• Start with long-term or high-performing employees.
• Conduct interviews at least once a year (quarterly for high-priority teams).
• Train managers on active listening and creating psychological safety.
• Keep interviews separate from appraisals.
• Use a standard template for consistency.
• Summarize key points before ending the interview to avoid misinterpretation.
• Look for patterns and act quickly on recurring issues.
• Share outcomes with employees to show accountability.

Final thoughts

In a time when employee retention is one of the biggest challenges for HRs, stay interviews are a practical, cost-effective solution. They give employees a voice, uncover risks before they escalate, and help employers build a workplace where people genuinely want to stay.

Start small, make it regular, and show employees their feedback leads to real change. Done right, stay interviews can transform engagement, reduce turnover, and strengthen your organization’s culture.