We’ve all heard of exit interviews — that final meeting where departing employees give their feedback on what went wrong. But here’s the problem:
By the time someone’s in an exit interview, it’s already too late.
Enter the stay interview — a proactive tool that lets you understand what’s working, what’s not, and what might drive your best people to leave… before they actually do.
What Is a Stay Interview?
A stay interview is a structured, one-on-one conversation between a leader and a current employee focused on:
- What they enjoy about the role
- What frustrates them
- What keeps them engaged
- What might cause them to leave
It’s not a performance review — and it’s not a retention bribe. It’s an honest conversation to build trust and uncover hidden risks before they turn into resignations.
Why They Matter More Than Ever
In Australia’s current job market, retention is a competitive advantage. According to SEEK, more than 60% of employees are open to new opportunities — even if they’re not actively looking.
That means your best people are a recruiter’s phone call away from leaving.
Stay interviews give you:
- Early warning signs of disengagement
- Ideas to improve culture or leadership
- Insight into team dynamics
- The chance to show employees that you care
- The ability to fix small problems before they grow
The Difference Between Engagement Surveys and Stay Interviews
| Engagement Surveys | Stay Interviews |
|---|---|
| Anonymous, broad data | Personalised, individual feedback |
| Often done once or twice a year | Can be done quarterly or ad hoc |
| Often results in slow action | Allows for immediate follow-up |
| Limited nuance | Enables open-ended exploration |
You need both — but stay interviews let you go deeper, faster.
How to Run a Great Stay Interview
1. Set the right tone:
Make it safe. Let the employee know this isn’t a trap — it’s about open, two-way dialogue.
2. Choose your timing wisely:
Don’t stack it with performance reviews or crisis conversations. Keep it separate.
3. Ask the right questions:
Examples include:
- What do you look forward to at work?
- What do you dread?
- If you could change one thing about your role, what would it be?
- Have you ever thought about leaving — and why?
- What’s one thing I can do to support your success?
4. Listen actively — don’t problem-solve on the spot:
You don’t need to fix everything mid-conversation. Just listen, take notes, and follow up after reflection.
5. Document and track patterns:
If several employees mention the same issue, you’ve got a culture signal worth addressing.
Common Mistakes to Avoid
- Turning it into a performance conversation
- Over-promising things you can’t change
- Being defensive about feedback
- Failing to follow up
- Only doing it once and never again
The power of stay interviews lies in consistency and trust.
When to Run Them
Stay interviews can be:
- Quarterly with key talent
- After the first 90 days for new hires
- Post-project to reflect on team experience
- Ad hoc when someone shows signs of disengagement
Done right, they become part of your culture — not just another HR initiative.
How to Make Them Work at Scale
For larger teams or time-poor managers, external support can help.
Hack Your HR offers:
- Stay interview frameworks and templates
- Training for managers on facilitation and follow-up
- Independent facilitation for more candid responses
- Action planning and theme analysis across teams
Final Word
Exit interviews give you hindsight.
Stay interviews give you foresight.
If you’re tired of losing great people without warning, it’s time to stop asking why they left — and start asking what will make them stay.