What if you could prevent your best employees from walking out the door before they even considered leaving? Stay interviews offer that opportunity. These insightful conversations help uncover what drives employees to stay and what could push them away, giving you the chance to address issues before they lead to turnover.
By focusing on high performers and those in key roles, stay interviews help improve engagement, satisfaction, and retention. They show employees that their well-being matters and provide managers with crucial insights to keep top talent on board.
With honest feedback and early intervention, stay interviews can be a game changer for building a thriving, loyal workforce.
So, if you think these conditions are present in your workplace, you can ask for honest and authentic feedback from the team. Implementing valuable stay interview sessions can make a difference and help understand what employees are looking for in the workplace.
What is the purpose of conducting a stay interview?
We have briefly focused on the benefits that come up regularly during the stay interviews.
Boost employee retention
If you can be successful in setting the right employee stay interview questions, you can delve into what people like about your organization and what improvements are required. Most employees do not get adequate recognition and a peer recognition program would be enough to boost engagement and improve the retention rate.
Get valuable feedback from employees
If there is no adequate data, it may not be possible to give valuable feedback to employees. Also, you may not know what interests the employees about the company.
But in fact, it is the flexibility in an organization that employees appreciate, the power to decide, and the opportunity that the company offers for effective professional development. You do not know what it is until you ask them, so, do not overthink, and prepare for the stay interview questions.
Boost employee engagement and satisfaction
Stay interviews are effective as engagement tools. They allow one to identify the critical points and scope of improvement before they become reasons for employees to think of leaving the company.
By giving sound answers to stay interview questions, help your company make positive changes for a better tomorrow and make it flexible for employees to work in.
10 effective stay interview questions to ask
Arrange for one-on-one meetings with managers, HR, and employees to get direct reports from employees. The conversations can be decisive factors to understand whether employees are happy in their roles at the company.
Stay Interview Questions About the Employee
1. What comes to your mind every day when you come to work? Would you recommend working here to others?
This question helps gauge an employee’s overall sentiment toward their daily experience. Common answers may involve working with colleagues or enjoying their current projects. Over time, by collecting this data, you’ll notice trends, such as employees frequently mentioning a positive company culture. If this is the case, you can strengthen your employer branding around culture in recruitment efforts.
For example, if multiple employees mention they enjoy the company’s collaborative atmosphere, this feedback suggests a strong selling point for future hires. Conversely, if employees hesitate or are ambivalent about recommending the company, it could indicate deeper issues worth addressing.
2. What situation would make you consider leaving the company?
This question is critical for identifying potential pain points. Employees may reference job dissatisfaction, cultural misalignment, disagreements with management decisions, or lack of career progression. Alternatively, external factors like more competitive job offers or life changes may influence their decision.
For example, if many employees express concerns about lack of career growth, it might be time to re-evaluate internal mobility and development opportunities. Similarly, if employees cite dissatisfaction with company values, it could highlight the need to realign the company’s mission with employee expectations.
Stay Interview Questions About the Job
3. What is the best part of your job?
Understanding what employees enjoy most about their roles helps highlight strengths within the company’s operations and employee engagement. For instance, some might appreciate the autonomy they’re given, while others may thrive on collaborative projects.
Recognizing these aspects allows you to maintain or even amplify them. If employees value teamwork, consider creating more opportunities for cross-departmental collaboration or fostering project-based teams that align with their interests.
4. How can your manager help you get closer to your career goals?
Managers play a crucial role in shaping the employee experience. This question helps uncover ways in which management can provide better support, whether through mentorship, clearer goal-setting, or more frequent performance feedback.
For example, an employee may want more guidance in career development or opportunities to work on projects that challenge them. By addressing these requests, managers can build trust and foster a supportive environment that aligns with employees’ long-term goals.
Stay Interview Questions About Company Culture
5. Do you feel recognized for your contributions at the company?
Recognition is a major factor in employee satisfaction. If employees feel that their contributions are undervalued, their motivation and productivity may suffer. Positive recognition, on the other hand, boosts morale and engagement.
For example, if employees report that their work goes unnoticed, it may be necessary to implement more structured recognition programs, such as monthly peer nominations or regular shout-outs in company meetings.
6. How would you like to be recognized for your work?
Even with a recognition program in place, it’s important to ensure it resonates with employees. Some may prefer public acknowledgment, while others might value private recognition or a tangible reward. Asking this question allows you to personalize recognition efforts, making employees feel more appreciated.
For example, an employee might express that a simple “thank you” from leadership is enough, while others may feel motivated by more formal accolades like promotions or bonuses. Tailoring recognition in this way creates a more meaningful impact.
Stay Interview Questions About the Work Environment
7. What changes or additions would you suggest for the office environment?
With evolving workplace dynamics, especially in a post-pandemic world, the traditional office setup is no longer a one-size-fits-all model. Employees may have specific needs, such as ergonomic furniture, quiet spaces for focused work, or more communal areas for collaboration.
For instance, if employees frequently request quiet workstations, it might indicate that the open office environment is affecting productivity. Addressing these suggestions could significantly improve overall employee satisfaction.
8. How comfortable are you with the current work-from-home policy?
In the aftermath of the pandemic, flexible working arrangements have become more important. Asking employees about their preferences regarding remote work versus in-office work helps ensure the company’s policies meet their needs.
For example, some employees may prefer full-time remote work, while others may want a hybrid arrangement. Understanding these preferences helps the company develop a work-from-home policy that aligns with employee expectations while maintaining productivity.
Stay Interview Questions About Technology
9. Do you feel you have the necessary resources and tools to perform your job effectively?
Access to adequate tools and technology is essential for employees to do their jobs well. If employees report lacking the resources they need, it’s critical to address these gaps to prevent frustration and inefficiency.
For example, an employee working in sales might mention outdated CRM software that slows down their workflow. By investing in better tools, you can enhance their productivity and job satisfaction.
10. Are there any tools or software that you find difficult or inadequate to use?
Technology is a vital part of today’s work environment, and inefficient or outdated tools can hinder performance. Employees’ feedback on software can highlight areas for improvement.
For instance, if multiple employees express frustration with a particular software, it may be time to explore alternative solutions that better meet their needs. Streamlining tools enhances efficiency and creates a smoother, more productive work experience.
How to conduct a stay interview?
Although HR often initiates the stay interview program, managers are usually the ones who carry out these interviews. Here are some helpful tips from an HR perspective to ensure the interviews are effective and insightful:
1. Start Small
You don’t need to interview every employee. Focus on long-term, high-performing employees who are valuable to the organization. These individuals are typically more invested in the company’s success and can provide richer feedback on what motivates them to stay.
2. Integrate Interviews into Regular Practices
While stay interviews don’t need to happen frequently, it’s recommended that companies conduct them at least once a year. By doing so, you can consistently gather feedback and address any concerns before they become retention issues.
3. Determine the Right Timing
Timing is key to conducting effective stay interviews. Avoid scheduling interviews with new employees who are still settling in. Instead, target employees who have been with the company long enough to have a clear perspective. Additionally, if important insights emerge, act on them promptly to show you value the feedback.
4. Choose the Right Interviewer
Employees are more likely to open up when they trust the person conducting the interview. Managers with strong, positive relationships with their team members should ideally lead the interviews. However, managers may need brief training to ensure they approach the interview in a way that fosters openness and constructive dialogue.
5. Structure and Duration
Plan the stay interview with a clear structure. Prepare a set of core questions so every manager follows a consistent approach. Typically, these interviews should last between 30 minutes to 1 hour, allowing enough time for in-depth conversation without becoming burdensome.
6. Craft Relevant Questions
The questions you ask are the foundation of a successful stay interview. Focus on questions that will give you actionable insights. For example, ask about the employee’s job satisfaction, the challenges they face, and what could improve their experience at the company.
7. Centralize and Analyze Feedback
After conducting the interview, gather and store the responses in a central location for analysis. Look for recurring themes or patterns that might indicate larger trends, such as common reasons employees stay or factors that push them to consider leaving. This data is key to making informed decisions about employee retention strategies.
8. Identify Trends and Patterns
By reviewing the collected data, you can detect patterns—both positive and negative—that highlight why employees stay or leave. For example, if multiple employees cite growth opportunities as a reason for staying, that becomes a clear area to invest in. Similarly, if work-life balance is a recurring issue, it signals an area for improvement.
9. Take Immediate and Tangible Action
Stay interviews are valuable only if you act on the feedback. Employees want to see that their input leads to change. Implement improvements based on the insights gathered, such as refining management practices, offering more development opportunities, or improving workplace culture. Taking action not only helps address issues but also strengthens employee loyalty and commitment to the organization.
The Sum Up
When key employees are at risk of leaving, prioritizing engagement and satisfaction is essential. Use stay interviews to ask open-ended questions, gaining valuable insights into their motivations and concerns. Sometimes, small changes can make a big difference in retention.
Analyze the feedback, identify trends, and take action. Most importantly, approach the results with an open mind—focusing on what drives employees to stay and how you can improve their experience will ensure a more loyal and engaged workforce.
Want to know how Engagedly can help you mange your remote employees better? Request us for a demo.
Srikant Chellappa is the Co-Founder and CEO at Engagedly and is a passionate entrepreneur and people leader. He is an author, producer/director of 6 feature films, a music album with his band Manchester Underground, and is the host of The People Strategy Leaders Podcast. He is currently working on his next book, Ikigai at the Workplace, which is slated for release in the fall of 2024.