How to Conduct a Stay Interview: Questions That Uncover the Truth
Most companies wait until an employee has one foot out the door to ask why they’re leaving. But by then, it’s too late. Instead of relying on exit interviews, smart leaders use stay interviews—proactive conversations designed to understand what keeps employees engaged and what might push them away.
A well-run stay interview isn’t just about asking questions—it’s about listening deeply, building trust, and acting on insights. Here’s how to structure your stay interviews for maximum impact.
1️⃣ Set the Stage for Open, Honest Conversations
If employees don’t feel safe sharing, you won’t get the truth.
🎯 What to Do:
Conduct one-on-one stay interviews in a private, relaxed setting.
Reinforce that this isn’t a performance review—it’s about understanding what’s working and what’s not.
Assure employees that their feedback won’t be held against them—then follow through on that promise.
2️⃣ Ask Questions That Get to the Root Cause
Avoid yes/no questions. Instead, dig into what motivates employees to stay and what might make them leave.
🎯 Core Stay Interview Questions:
✅ What do you look forward to when coming to work?
✅ What frustrates you the most about your job?
✅ What’s one thing that would make your work experience better?
✅ Do you feel recognized and valued? Why or why not?
✅ Have you ever thought about leaving? What made you stay?
✅ What skills or career goals do you want to develop here?
✅ If you could change one thing about our company culture, what would it be?
3️⃣ Read Between the Lines—And Ask Follow-Ups
Sometimes, what an employee doesn’t say is just as important as what they do say.
🎯 What to Do:
Listen for hesitation—if someone pauses before answering, ask, “Tell me more.”
Pay attention to recurring themes across multiple stay interviews.
If someone expresses frustration, ask, “What would need to change for that to improve?”
4️⃣ Take Action—Or Risk Losing Trust
Nothing destroys credibility faster than asking for feedback and doing nothing with it.
🎯 What to Do:
After the interview, summarize key takeaways and commit to addressing concerns.
Share themes from stay interviews with leadership (without singling anyone out).
Implement quick wins—small, visible changes that show employees their voices matter.
Final Thoughts
Stay interviews aren’t just a retention tool—they’re a trust-building strategy. When employees feel heard, valued, and empowered, they stay longer and contribute more.
💡 When was the last time you asked your employees what would make them stay? If you haven’t yet, now’s the time to start.
