Stay Interviews: The Simple Practice That Helps You Keep Great People

You don’t need a crystal ball to know who’s thinking of leaving. You just need to ask.

The stay interview is one of the most underused tools in leadership. It’s also one of the most powerful. It’s simple, low-cost, and honest. And when done right, it helps you build stronger teams from the inside out.

Let’s unpack what a stay interview is, how it works, and why it’s something every people leader should consider using.

What Is a Stay Interview, Really?

A stay interview is a one-on-one conversation where you ask employees what’s going well, what could be better, and what’s keeping them around.

It’s not a performance review. It’s not a project update. It’s a human conversation that says:

“I care about your experience here. I want to make it better.”

Done regularly, it builds trust, surfaces red flags, and helps you respond before someone starts looking elsewhere.

Why Should Leaders Care?

Because exit interviews are too late.

Stay interviews help you:

• Learn what your team values most

• Uncover friction points early

• Make small changes that build loyalty

• Show you’re invested in people, not just productivity

They also make your employees feel heard. And that alone improves satisfaction and engagement.

When and How to Run One

Timing: Once or twice a year. Or anytime you sense someone may be disengaging

Setting: Keep it casual. Book a 30-minute coffee chat, virtually or in person

Environment: Make it feel safe and open. Let them know this isn’t a performance review. It’s a chance to talk honestly

Questions to Try

Here are five powerful ones to get the conversation started:

• What do you enjoy most about your role right now?

• What’s something you would change if you could?

• What makes a good day at work for you?

• What might make you consider leaving?

• How can I better support you?

Be ready to listen. The goal is not to solve everything on the spot. It’s to understand.

What To Do With the Feedback

• Look for trends across teams or departments

• Act where you can. Even small changes build credibility

• Follow up. Let people know what’s happening with their input

• Even if you can’t fix everything, your response shows people that their voice matters.

• Leadership Is Listening

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You don’t need complex programs or flashy tools to retain great people. You need meaningful moments of connection. Stay interviews give you that. And they might be the reason someone decides to stay.

Need help turning feedback into action? We’re here to support you with tools, benefits, and people-first solutions.