Exit interviews are too late. By the time you’re asking “Why are you leaving?”, the decision is made. The talent is gone. The cost is sunk.
Stay interviews flip the script. Instead of waiting for someone to quit, you ask: “What would make you stay?”
What Is a Stay Interview?
A stay interview is a structured conversation between a manager and an employee designed to understand what keeps them at the company—and what might push them away.
The goal: Learn what makes people stay before they decide to leave.
Why Stay Interviews Work
They’re Proactive, Not Reactive
Exit interviews reveal problems after the damage is done. Stay interviews surface issues while you can still fix them.
They Show You Care
The simple act of asking “What keeps you here?” signals that the employee matters.
They Provide Actionable Data
You’ll learn what’s working and what’s broken—specific to individuals.
They’re Cheaper Than Turnover
Replacing an employee costs 50-200% of their annual salary. A 30-minute conversation that prevents one departure pays for itself.
15 Essential Stay Interview Questions
Understanding What Keeps Them
- What do you look forward to when you come to work each day?
- What keeps you working here?
- If you could change one thing about your job, what would it be?
- What talents do you have that we’re not using?
- What would make your job more satisfying?
Understanding Flight Risk
- What might tempt you to leave?
- Have you ever thought about leaving? What prompted that?
- What would another company have to offer to make you consider leaving?
Understanding Growth Needs
- Do you feel like you’re learning and growing here?
- What do you want to learn that you haven’t had the chance to?
- Where do you see yourself in two years?
Understanding Recognition
- Do you feel recognized for your contributions?
- How do you like to be recognized?
Understanding Management
- What can I do differently to better support you?
- Is there anything you need from leadership that you’re not getting?
How to Conduct a Stay Interview
Before the Meeting
- Schedule it specifically (don’t tack it onto another meeting)
- Set expectations: “This isn’t a performance review—it’s about you”
- Prepare your questions
During the Meeting
- Start with warmth. “I value having you on the team and want to make sure you’re happy here.”
- Ask, then shut up. Let silence do the work.
- Probe deeper. “Tell me more about that.”
- Don’t get defensive. Thank them for feedback.
- Take notes. Show you’re taking this seriously.
After the Meeting
- Summarize what you heard.
- Commit to action.
- Follow through. This is the most important part.
Common Mistakes to Avoid
Asking Questions You Can’t Act On
If you ask about compensation but have no budget, you’ll create frustration.
Making It a One-Time Event
A single stay interview isn’t a retention strategy. It’s part of ongoing dialogue.
Only Doing Them for “At-Risk” Employees
Everyone deserves stay interviews—especially your top performers.
Not Following Up
The fastest way to damage trust is to ask for input and ignore it.
The Bottom Line
Stay interviews are one of the simplest, cheapest, and most effective retention tools available. They require no budget, no software, no complex process—just a manager willing to ask and listen.
The companies that keep their best people are the ones that don’t wait for exit interviews. They have stay conversations early and often.
Start this week. Pick one team member. Ask them what keeps them here.
Then actually listen.