Why Stay Interviews Matter for Retaining Great Employees.
Learn why stay interviews are a powerful way to retain employees, reduce turnover, and build a more engaged workforce. A simple, human approach leaders can use now.
Traditional performance reviews look backwards. Engagement surveys give you data, but not always depth.
A stay interview gives you something far more valuable: insight into how someone is really going, what’s keeping them committed, and what they quietly need more of.
It’s an early warning system. A chance to understand the subtle signs that often lead to turnover long before someone decides to leave.
Because people rarely leave suddenly. They leave slowly - one unmet need, one overlooked conversation, one missed opportunity at a time.
Stay interviews help you catch those moments early.
What You Learn in a Meaningful Stay Interview
These conversations reveal two things leaders often miss:
What’s not working
– workload friction
– feeling stuck
– unclear expectations
– lack of recognition or growthWhat lights them up
– autonomy
– challenge
– flexibility
– meaningful work
– being genuinely asked for their ideas
This is why how to conduct a stay interview matters. It’s not about ticking boxes. It’s about creating space for reflection and honesty - the kind that actually keeps good people around. Retention isn’t one-size-fits-all. It’s personal. Stay interviews help you understand that.
Stay Interview Questions That Open Real Insight
The best stay interviews feel more like a coffee chat than a formal meeting. A few simple, open questions go a long way.
Try:
“How’s work feeling for you right now?”
“What gives you energy, and what drains it?”
“What kind of work feels meaningful to you at the moment?”
“How do you like to be recognised?”
“What are you hoping to learn or do next?”
“If you were to leave, what would probably trigger that decision?”
These stay interview questions get beneath the surface. They help you understand both the risks and the opportunities.
Presence Matters More Than Perfection
A stay interview isn’t about fixing everything on the spot. It’s about listening - really listening - without becoming defensive or rushing to solutions.
And then, importantly: following through.
Because without action, trust evaporates.
Some needs will be easy to meet: clearer priorities, more recognition, fewer distractions. Others will take time: career development, role design, team culture.
Occasionally, these conversations highlight themes across the whole organisation. That’s not a problem - that’s useful data. Treat it as such.
If You Want to Retain Great People, Consistency Is Key
Don’t wait until someone is halfway out the door to check in. Build stay interviews into your rhythm.
Train managers to have open, curious conversations.
Track the themes that emerge.
Celebrate progress.
Be honest about what you can and can’t do.
Employees don’t expect perfection. They expect honesty, and they expect to be heard.
When people feel seen, and when their feedback actually leads to change, engagement deepens, loyalty strengthens, and your culture becomes more resilient.
This is the heart of how to retain employees: ask early, listen deeply, act consistently.
The Takeaway: Ask Before It’s Too Late
Too many retention strategies default to generic fixes: perks, policies, another engagement initiative.
But the organisations that are getting this right are doing something far simpler — and far more human. They’re having real conversations. They’re paying attention to the quiet signals. They’re choosing curiosity over assumption.
So don’t wait for the exit interview.
Start with: “How are you feeling about work right now?”
You might be surprised by what opens up - and who you get to keep.