Employee turnover is costly—both financially and culturally. Traditionally, organisations have relied on exit interviews to gather feedback, but by then, it’s too late. Increasingly, HR leaders are turning to stay interviews, a proactive alternative that helps retain top talent by uncovering issues before employees walk out the door.
Stay interviews offer real-time insight into employee satisfaction, motivation, and concerns, empowering organisations to strengthen engagement, reduce attrition, and build a culture of trust.
Exit Interviews: Valuable but Reactive
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Exit interviews help organisations understand why employees leave.
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Typical questions include:
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What factors led you to resign?
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How was your experience here overall?
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What could we have done differently to retain you?
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These interviews often reveal:
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Unresolved workplace issues
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Gaps in communication
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Cultural or policy mismatches
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However, their main flaw: timing. By the time these insights are gathered, retention is no longer an option.
The Rise of Stay Interviews
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Stay interviews are structured conversations conducted with current employees.
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Unlike exit interviews, they’re forward-looking and aim to:
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Identify what keeps employees engaged
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Uncover early signs of dissatisfaction
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Open pathways for personal and professional growth
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These conversations position managers as supportive partners, not reactive observers.
Questions That Drive Insightful Stay Interviews
Dora Vanourek, Founder & Head Coach of Beyond the Grind, sparked conversation on LinkedIn with a thoughtful list of stay interview questions designed to uncover both personal and professional motivators.
Questions to Ask:
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What do you look forward to every day?
Encourages managers to amplify what employees enjoy. -
How is your work-life balance right now?
Promotes wellbeing by identifying stressors and support needs. -
What would make you leave your job for another?
Uncovers risk factors that could affect retention. -
How can I better support you?
Builds trust by offering direct guidance and resources. -
What’s most meaningful in your current role?
Helps allocate time to high-value, purpose-driven tasks—boosting satisfaction and reducing burnout.
Benefits of Stay Interviews
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Early Intervention: Catch concerns before they escalate into resignations.
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Boosted Engagement: Employees feel heard, valued, and supported.
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Improved Manager-Employee Relationships: Strengthens trust and communication.
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Aligned Career Development: Ensures employee aspirations align with business goals.
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Actionable Insights: Feedback is real-time and can be implemented immediately.
How to Successfully Implement Stay Interviews
HR leaders and people managers can integrate stay interviews effectively with a few foundational steps:
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Schedule Regularly
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Consider quarterly or biannual check-ins with each team member.
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Create a Safe Space
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Encourage openness without fear of repercussions.
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Tailor the Questions
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Adjust based on role, team dynamics, and organisational culture.
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Act on the Feedback
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Show responsiveness—follow through on commitments to maintain trust.
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Document & Track
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Use insights to inform workforce strategy and employee development plans.
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From Reactive to Proactive Retention
In a talent-driven market, organisations can’t afford to wait until employees leave to understand their needs. Stay interviews provide a proactive, impactful way to retain top performers, boost engagement, and cultivate a workplace culture grounded in open dialogue and mutual respect.
HR leaders who embrace this approach are not just improving retention—they’re actively shaping workplaces where people want to stay, grow, and contribute long term.
Source – Human Resource Online
