Top 10 Questions to Ask in Stay Interviews to Reduce Turnover

Why Stay Interviews Are Critical to Employee Retention

How do you know if your top performers are happy before they hand in their notice? Most companies put energy into exit interviews, but by then, it's too late. Stay interviews flip that script by checking in early and often. These conversations are proactive opportunities to show employees you value their input — and that you’re willing to act on it. In a tight labor market, this can make the difference between a thriving culture and a revolving door.

The truth is, most people don’t leave their jobs on a whim. Often, it's the buildup of unmet expectations, poor communication, or feeling unappreciated. Stay interviews give leaders a chance to catch these issues early. Just imagine if someone had asked what they could do to keep your favorite former colleague—would they still be working there today? The questions you ask during a stay interview can unlock hidden frustrations or untapped potential. They are the gateway to honest, helpful feedback you can actually use.

How to Prepare for a Productive Stay Interview

Before diving into your stay interviews, preparation is key. A casual sit-down might seem simple, but thoughtful planning ensures you get the most value. First, choose the right setting. A quiet, private, and relaxed environment puts your employee at ease and encourages openness. This isn’t a performance review—it’s a conversation. Your job is to listen more than talk, so approach with curiosity, not critique.

Next, clarify your goal. You're not there to convince anyone to stay or justify past decisions. You're there to understand what works, what doesn’t, and how you can help them thrive. Be sincere in your tone and receptive in your body language. Consider sending a brief note ahead of the meeting outlining the purpose, so employees know what to expect. You’re planting seeds of trust with each interaction—and trust keeps people rooted.

Tips for Hosting Effective Stay Interviews

• Schedule in advance and honor the employee’s time

• Keep the tone conversational and non-judgmental

• Stick to open-ended questions

• Take notes to track themes and follow up later

• Set a clear agenda, but allow space for unexpected insights

Common Mistakes to Avoid

• Turning the meeting into a disguised performance review

• Interrupting or defending every critique

• Failing to follow up after the conversation

• Making promises you can’t keep

• Dismissing feedback as isolated or unimportant

The Top 10 Questions to Ask in Stay Interviews

So, what should you actually ask in a stay interview? While every workplace is different, these 10 questions reveal patterns in what motivates—or frustrates—your team. Use them as a guide, but don’t be afraid to dig deeper based on the employee’s unique role and personality. The goal is to uncover what makes them stay and what might drive them away.

1. What do you look forward to most when coming to work?

This opener sets a positive tone. It highlights what they're enjoying—so you can protect and amplify those experiences.

2. What do you dread or find frustrating about your current role?

This invites honesty and pinpoint pain points you might not be aware of. Approach this with empathy, not defensiveness.

3. When was the last time you felt really accomplished at work?

This uncovers what motivates them and reminds them—and you—of their impact. Look for ways to replicate that success.

4. Do you feel your talents are fully used here?

If they’re underutilized, they could start looking elsewhere to stretch their skills. This question sparks dialogue about untapped potential.

5. Have you considered leaving the company in the last year? Why?

It’s a bold ask—but essential. It surfaces real concerns and removes guesswork from retention.

6. What keeps you working here?

This question helps identify the company’s strengths and core values that matter most to your team.

7. What could make your job better?

Don't just fix what’s broken, improve what’s ‘fine’. This question opens the door for innovation and improvement.

8. How can I or leadership better support you?

This fosters transparency and shows that you're committed to personal leadership growth, too.

9. What would make you leave?

It’s hard to hear, but essential. This question allows you to address deal-breakers before they become resignation letters.

10. What opportunities for growth would you like to see?

People leave for better development paths. This question helps keep top talent by investing in their future.

Turning Insights into Action

You’ve asked the questions and received honest feedback—now what? This is where most well-meaning efforts falter. Insights from stay interviews are valuable only if followed by real change. Summarize what you’ve heard, look for patterns across conversations, and share a high-level summary with your leadership team. Transparency builds trust. So does action. Whether it’s launching a new mentorship program or adjusting workloads, employees need to see their voices have influence.

Be selective—don’t overpromise. Bite-sized, visible improvements are better than grand plans that never materialize. Want to keep top talent? Show them you’re listening and adapting. One manager started a monthly coffee chat series because three team members said they missed informal check-ins. Turnover in that department dropped 20% in six months. It’s incredible what a meaningful conversation can spark.

FAQ

Why are stay interviews more effective than exit interviews?

Stay interviews are proactive and preventive. By engaging employees while they’re still engaged, you can address concerns before they lead to turnover. Exit interviews, by contrast, happen too late to make a difference for the departing employee.

How often should I conduct stay interviews?

Ideally, once or twice a year per employee. However, frequency may vary based on team size and company dynamics. Make them meaningful and consistent to build trust over time.

Who should conduct the stay interview?

Direct managers typically lead these conversations, but HR can support by providing training, structure, or even joining as neutral facilitators for more sensitive discussions.

Stay interviews don’t have to be complicated. At their heart, they’re conversations driven by care, not control. They’re reminders that behind every job title is a person who wants to feel seen, heard, and valued. What could your organization look like if every employee had one meaningful stay interview this quarter? Perhaps it’s time to find out.