How to Conduct Stay Interviews: Your Secret Weapon to Retain Top Talent
- Martin Hill
- Nov 26, 2024
- 3 min read
Updated: Feb 12
What if I told you the key to reducing turnover is asking employees one simple question: Why do you stay? According to Gallup, replacing an employee can cost up to 200% of their annual salary.
That’s not just expensive, it’s disruptive. Stay interviews offer an elegant solution. Unlike exit interviews, they’re proactive, designed to uncover what’s working and what isn’t before someone decides to leave. Let’s dive into how to make them work for you.
What Is a Stay Interview, and How to you Conduct a Stay Interview?
A stay interview is a conversation with an employee to explore their experience in your organisation. It's not about annual reviews or one-off check-ins. Instead, it’s about understanding what keeps your team engaged and motivated while addressing any frustrations before they escalate. Done well, they foster trust and can even reignite an employee’s passion for their work. Here’s how to conduct them effectively.
1. Choose the Right Timing
Timing is everything when it comes to stay interviews. The goal is to make the process feel natural and not reactive.
Avoid the “panic interview.” Don’t wait until an employee seems disengaged or after a competitor makes a hiring spree. Make stay interviews part of your regular strategy.
Pick a milestone moment. Conduct them after key events, like the completion of a big project, a work anniversary, or a promotion. These are natural moments for reflection.
Keep it separate from performance reviews. This is not about KPIs or goals. It’s about connection and retention.
2. Ask Open-Ended, Probing Questions
A stay interview is only as good as the questions you ask. Skip vague inquiries like, “How’s everything going?” Instead, dig deeper.
Focus on “stay” factors. Ask what motivates them to stay? What they enjoy most about their work? and What they’d like to see change?
Explore growth and barriers. Questions like, “Is there anything stopping you from being your best at work?” often reveal hidden roadblocks.
Uncover future goals. Find out where they see themselves in a year, or five. Understanding their aspirations can help align their journey with your organisation’s growth.
3. Create a Safe Environment
A stay interview is useless if employees don’t feel comfortable speaking openly. Psychological safety is key.
Start with trust. Assure them this is a space for candid conversation, not a performance critique.
Listen without interrupting. Really listen. Take notes, nod, and make them feel heard.
Avoid defensiveness. If they bring up challenges or frustrations, resist the urge to justify or explain. Instead, thank them for their honesty and commit to addressing the issues.
4. Act on the Feedback
One of the fastest ways to lose trust? Asking for feedback and doing nothing with it. What you do after the interview matters just as much as the conversation itself.
Acknowledge quickly. Even if you can’t fix everything immediately, follow up within a week to share what steps are being taken.
Prioritize quick wins. If they mention an easily fixable issue, like outdated tools, act on it fast to build goodwill.
Communicate limits transparently. If something isn’t feasible (budget, policy constraints), explain why and offer alternatives.
5. Individualize Retention Strategies
No two employees are the same. Stay interviews give you rich insights to tailor your retention strategies.
Career development: If growth is a top priority, invest in training or mentoring opportunities.
Work-life balance: If flexibility is a recurring theme, revisit your hybrid or remote work policies.
Recognition: Some employees simply want to feel valued. Recognize their contributions in meaningful ways, from public praise to bonuses.
6. Make It an Ongoing Process
Retention isn’t a one-and-done effort. Stay interviews should be part of a broader, continuous strategy to engage and retain employees.
Check in regularly. Conduct stay interviews at least annually, or even semi-annually for high-potential talent.
Measure progress. Track trends across interviews to identify recurring themes and assess the effectiveness of your interventions.
Integrate with culture-building efforts. Use the insights to strengthen your organization’s culture at large, not just for individual retention.
The Bottom Line
Stay interviews aren’t a silver bullet, but knowing how to conduct stay interviews make them one of the most impactful tools in your retention toolkit. They show employees you care, uncover actionable insights, and help you create an environment where people want to stay. In a world where talent is everything, can you afford not to ask, Why do you stay? It’s time to have the conversation. Need some advice on how to give feedback or looking for your next HR Job click on the links
Want to receive access to all our Hi Res Cheat Sheets + free Hiring, Leadership & Career Advice to help you develop your, HR career and life.
Subscribe to On HR's Radar Newsletter https://45639260.hs-sites.com/on-hrs-radar-newsletter-with-martin-hill
Comments