Stay interviews work like a health check for your team’s engagement and satisfaction. While exit interviews tell you why people left, stay interviews help you understand what keeps your best performers happy in their jobs and address concerns before they become departure reasons. Studies show that stay interviews can reduce turnover by 30 percent or more.
This guide covers everything you need to conduct these meetings effectively, from proven stay interview question templates to timing strategies and best practices for turning conversations into retention wins.
Key insights
- Stay interviews identify and address concerns before people start job searching, giving you the chance to make improvements while talent is still engaged
- These conversations happen while you can still act on feedback, unlike exit interviews that only capture insights after departure decisions are final
- Regular stay conversations increase employee satisfaction as people feel heard and valued when their opinions shape workplace improvements
- These discussions reveal authentic perspectives on company culture, management effectiveness, and workplace happiness that anonymous surveys often miss
Why stay interviews matter and when to have them
Stay interviews create structured opportunities for managers to understand what drives their people’s job fulfillment and career aspirations. They differ from performance reviews by focusing on retention factors rather than goal achievement, and from exit interviews by happening while you can still act on the feedback. Although turnover rates have declined in the past several years in the U.S., the average rate in 2024/2025 was about 13 percent. To lower turnover rates further, there’s a need for proactive retention efforts like stay interviews.
The business case for stay interviews centers on cost prevention and engagement improvement, and it can help organizations improve their retention when implemented effectively. Replacing a departing team member typically costs significant resources when you factor in recruitment, training, and productivity loss during the transition period.
Timing your stay interviews strategically maximizes their impact:
- After the first 90 days: New recruits can share honest feedback about their onboarding experience and early impressions before forming lasting opinions about staying or leaving
- Annually: Regular conversations demonstrate an ongoing commitment to people’s growth and satisfaction, creating predictable touchpoints for career discussions
- Before major organizational changes: Proactive conversations during restructuring, leadership transitions, or strategic shifts help address concerns and maintain stability
- When noticing disengagement signals: Declining performance, reduced participation, or changed behavior patterns signal the need for stay conversations
Stay interview template
A well-structured stay interview template ensures consistency across all conversations while allowing flexibility for individual circumstances. This template includes pre-interview preparation steps, conversation flow guidance, and post-interview action planning tools.
Conclude with documentation and follow-through:
- Record key themes: Capture specific feedback and agreed-upon actions in a confidential format
- Share relevant insights: Communicate patterns with leadership while protecting individual privacy
- Follow through on commitments: Act on promises made during conversations and schedule regular check-ins
- Adapt for different roles: Customize questions based on career stage, department needs, and individual circumstances
Stay interview template
Guidance for people managers:
- Schedule 30–45 minutes in a relaxed, private setting
- Treat this as a conversation, not a performance review
- Adapt or add to the questions below depending on the role, tenure, and other specific needs of the interviewee
- Focus on listening and understanding—not defending
- Avoid making promises in the moment
- Follow up with clear actions within one week
Pre-interview preparation
Before sitting down with your interviewee, schedule an hour of dedicated time to chat in a quiet space where they can feel comfortable sharing their thoughts. Capture details about the person’s role and history with the company. If you have notes on past feedback from the interviewee, keep them on hand and follow up if the feedback was not resolved.
Team member details
- Name:
- Job title:
- Department/Team:
- Manager:
- Date of interview:
- Start date with the company:
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Interview
Use this template during your conversation or share it in advance for asynchronous input. Then follow up with a discussion to build an action plan together.
1. Experience and connection
What do you enjoy most about your work right now?
Think about fulfilling projects, responsibilities, or collaborations you find fulfilling.
What’s something you look forward to when starting your workday?
Encourage your team member to highlight what energizes or motivates them.
Can you share a recent moment at work that made you feel proud or satisfied?
Prompt your interviewee to recall an achievement, challenge, or moment of recognition.
Do you feel the team is using your strengths in this role?
- Yes
- Partially
- Not yet
If not fully, which skills would you like to use more?
2. Culture and belonging
How connected do you feel to your team and the company culture?
- Very connected
- Somewhat
- Disconnected
What has helped or hindered your team member’s sense of belonging?
Do you feel supported by your manager and co-workers?
What types of support help you do your best work?
What would make your day-to-day experience more enjoyable or effective?
Consider tools, communication, flexibility, or ways of working.
3. Growth and development
Do you see personal opportunities for growth here?
- Yes
- Somewhat
- No
If yes, what do those opportunities look like for you?
What new skills or experiences would you like to gain in the next year?
Think about learning programs, mentorship, or stretch projects.
4. Retention and motivation
What might make you consider leaving the company?
This can include workload, growth opportunities, compensation, or culture.
What could improve your experience and encourage you to stay longer?
Focus on changes that would increase engagement or satisfaction.
What motivates you to stay with the company today?
Is it the people, flexibility, growth, or something else?
Summary and next steps
Identify key takeaways and follow-up information.
Top takeaways from this conversation:
Follow-up actions:
Planned follow-up date:
Use this to close the loop on next steps and build accountability.
Optional: Notes for HR (if applicable)
Capture any relevant insights or support needs that HR should know about.
Recommended stay interview questions
Like skilled one-on-one meetings, stay interviews require thoughtful questioning that uncover genuine insights about people’s motivations, concerns, and aspirations. The best questions are open-ended, specific enough to generate actionable feedback, and varied enough to explore different aspects of the work experience.
Here are some additional interview questions that you may want to add as you customize this stay interview template for your people.
General stay interview questions
These foundational questions establish rapport and provide broad insights into overall job contentment:
- What aspects of your role energize you most each day?
- When you think about your work here, what makes you feel most proud?
- How would you describe your experience working here to someone considering joining our team?
- What initially attracted you to this role, and how has that evolved?
- If you could change one thing about your day-to-day work experience, what would it be?
- What keeps you engaged and motivated in your current position?
- How well does your role align with your natural strengths and interests?
- What would make your work experience even better than it is now?
Questions about the person
These questions explore individual motivations, career aspirations, and personal work preferences:
- What are your most important career goals for the next two to three years?
- How do you prefer to receive recognition for your contributions?
- What types of projects or responsibilities excite you most?
- How do you define success in your career, and how can we help you achieve it?
- What work arrangements or flexibility options matter most to you?
- What motivates you to do your best work consistently?
- How can your manager better support your professional growth and job satisfaction?
Questions about the job
These questions examine role clarity, workload balance, and job design elements:
- How clear are your current role expectations and priorities?
- What resources or support would help you be more effective in your position?
- How manageable is your current workload, and what factors influence that?
- What decisions would you like more autonomy to make in your role?
- How well does your role utilize your skills and experience?
- What aspects of your job responsibilities do you find most fulfilling?
- Where do you see opportunities to streamline or improve your work processes?
- How effectively can you balance competing priorities and deadlines?
Questions about company culture and work environment
These questions reveal perceptions about organizational culture, team dynamics, and workplace atmosphere:
- How would you describe the culture of our team and organization?
- How effectively does communication flow within our organization?
- What aspects of our company culture do you value most?
- What would make you feel more included and valued as a team member?
- How well does our work environment support your productivity and wellbeing?
- What changes would improve collaboration and teamwork in your area?
Open-ended stay interview questions
These broader questions encourage deeper reflection and often reveal unexpected insights:
- What would need to change for this to become your ideal workplace?
- If you were advising leadership on improving team member experience, what would you recommend?
- What concerns or frustrations do you have that we haven’t discussed yet?
- What opportunities do you see for our team or organization to grow and improve?
- How can we better recognize and utilize the unique value you bring to this role?
- What would make you even more excited about coming to work each day?
- If you were to leave this role, what would be the primary reason?
- What questions do you have for me about the organization’s direction or your future here?
Stay interview best practices
Successful stay interviews require thoughtful planning, skilled facilitation, and consistent follow-through. The most effective programs combine structured processes with authentic relationship-building to create meaningful conversations that drive positive change.
1. Start small with a few team members
Launch your stay interview program with a pilot group of five to 10 people across different departments and seniority levels. This approach lets you test your template, refine your questions, and build confidence before expanding company-wide. Pilot participants can also become advocates who help promote the program’s value to their colleagues.
2. Conduct interviews regularly
Schedule stay interviews every six to 12 months, avoiding busy periods like performance review cycles or major project deadlines. Quarterly conversations work well for new people or those in transition roles, while annual interviews suit stable, long-term team members. Consistency matters more than frequency—people need to know when to expect these conversations.
3. Choose the most effective interview leader
In general, the first-line supervisor is the best person to conduct a stay interview, as they likely have the most direct relationship with the person being interviewed. There may be some instances where other leaders should conduct the interview instead. Consider these possibilities and roles as you determine the best choice.
- Direct managers: These leaders typically conduct stay interviews since they have the closest working relationship and can act on most feedback immediately
- Skip-level managers: When the direct manager relationship needs improvement or sensitive topics arise, it may make sense for someone a level above the direct supervisor to conduct the interview
- HR professionals: This department can facilitate interviews for senior leaders or in situations requiring a neutral perspective
4. Use templates for structure and customize for relevance
Start with a standard template but adapt questions based on the person’s role, tenure, and previous feedback. New graduates might need more questions about career development, while experienced professionals might focus on strategic involvement and work-life balance.
5. Document answers for analysis
Create a simple system for recording themes, specific feedback, and action commitments while maintaining confidentiality. Look for patterns across multiple interviews—recurring themes about workload, communication, or development opportunities signal organizational concerns requiring broader attention.
6. Take action
The most critical element of stay interviews is following through on commitments made during conversations. Address individual concerns promptly and communicate progress regularly. When organizational changes result from stay interview feedback, share credit with the people whose input drove those improvements.
Empower your team with stay interviews
Stay interviews shift retention from a reactive scramble to a proactive strategy that builds stronger relationships and a healthier workplace culture. When people feel heard and supported, they’re far less likely to leave. But with global engagement falling to just 21 percent in 2024, organizations need meaningful tools to reconnect with their teams. Stay interviews help close that gap—demonstrating that people’s voices matter and their growth is a priority.
The most effective stay interview programs are embedded within broader people management practices—not treated as standalone efforts. They enrich retention strategies by delivering individual-level insights that drive organization-wide improvements. With the right technology, you can streamline the process—scheduling conversations, tracking follow-ups, and surfacing trends across interviews.
Start by training managers in active listening and effective conversation techniques. Build your template and pilot the process with a small group. Set up clear systems for documentation, follow-through, and measuring impact. Most importantly, commit to action—stay interviews build trust only when people see their feedback lead to real change.
Stay interview questions and template FAQs
How long should a stay interview be?
Stay interviews typically last 45-60 minutes to allow for meaningful conversation without overwhelming participants or disrupting work schedules. Spend the first 5-10 minutes building rapport and going over the first pre-interview information list. Take about 30 minutes to go over the interview questions, allotting 5-8 minutes for each of the four sections.
Spend the remaining time identifying follow-up actions and setting by-when dates to continue to build trust with the interviewee. Leave room for flexibility if the conversation runs long, creating space for people to open up can lead to deeper insights.
How can managers ensure confidentiality and build trust during stay interviews?
Managers build trust by explaining clearly how they’ll use the information they learn, keeping individual responses confidential while addressing themes that affect the broader team. When professionals feel safe to share openly, the conversation becomes meaningful—not just boxes to check.
How can organizations measure the success of their stay interview programs?
Organizations measure stay interview success by tracking retention rates among participants, monitoring survey improvements, and documenting specific workplace changes that result from interview feedback. Real impact shows up when professionals see their input driving change, which builds loyalty, boosts morale, and reinforces a culture where people feel heard.