What Are Stay Interviews?
A stay interview is a proactive conversation between a manager and an existing employee aimed at understanding what motivates them to remain with the company. Unlike exit interviews, stay interviews help identify potential challenges or concerns before they lead to turnover, giving you a chance to make timely improvements.
Why Conduct Stay Interviews?
- Boost Retention
By uncovering what drives satisfaction—and where frustrations lie—HR and leadership can address issues that may cause employees to leave. - Improve Employee Engagement
Demonstrating genuine interest in employees’ experiences builds trust and encourages open dialogue about their needs and aspirations. - Enhance Company Culture
Stay interviews offer real-time feedback on company values, team dynamics, and leadership styles, supporting a healthier work environment. - Proactive Problem-Solving
Identifying and resolving concerns early helps prevent small issues from escalating into major conflicts or resignations.
Best Practices for Conducting Stay Interviews
- Schedule Regular Check-Ins
Incorporate stay interviews into your overall engagement strategy—quarterly or biannually can keep insights fresh. - Create a Comfortable Setting
Employees are more likely to share honestly when they feel safe and know the conversation is confidential. - Use Open-Ended Questions
Questions that invite detailed answers (e.g., “What motivates you to stay here?”) yield more actionable feedback. - Actively Listen
Show genuine interest by taking notes, asking follow-up questions, and showing empathy. - Provide Follow-Up
Communicate any plans or changes you intend to make based on their feedback, and keep them updated on progress.
Common Mistakes to Avoid
- Waiting Too Long
If you only conduct stay interviews after noticing warning signs (e.g., higher turnover rates), it may be too late to make a positive impact. - Being Defensive
Employees should feel safe voicing complaints or concerns. Avoid rebuttals or justifications—focus on understanding their perspective. - Failing to Act on Feedback
A stay interview without subsequent action can lead to disillusionment and harm trust. Always follow through on promises or suggestions.
Turning Feedback Into Action
- Identify Themes
Look for common threads—lack of growth opportunities, unclear career paths, or inadequate recognition—and prioritize fixes. - Set Measurable Goals
Define clear, time-bound objectives for addressing the issues uncovered, such as rolling out new training or improving benefits. - Communicate Updates
Keep employees informed about the steps you’re taking. Transparency strengthens engagement and encourages them to stay invested. - Review and Refine
As you implement changes, continue gathering feedback through pulse surveys or follow-up interviews to ensure lasting improvements.
Good Luck With Your Stay Interviews
Combine stay interviews with other feedback mechanisms—such as onboarding surveys, performance reviews, and engagement surveys—to get a comprehensive view of employee sentiment.
By actively listening and responding to real-time concerns, you can create a supportive culture where employees feel valued, leading to better performance, lower turnover, and a stronger employer brand.
