Why wait until someone’s leaving to find out what’s going wrong? Flip the script with stay interviews to understand what makes your employees tick and what will keep them around.
What’s a Stay Interview?
A stay interview is a proactive version of an exit interview. Instead of asking why someone’s quitting, you’re asking what will make them stay. Grab coffee, take a walk, or have a virtual coffee chat if you’re remote.
Don’t make promises you can’t keep
What skills are you looking to develop?
How can I support you?
Instead of asking about general growth, focus on skills. Asking “What skills are you looking to develop?” directs the conversation to practical steps you can actually support, like offering learning opportunities, assigning new projects, or finding a mentor.
Leaders often worry about what happens if they can’t meet an employee’s aspirations. Relax! You’re not promising promotions or raises. You’re showing that you care about their growth and are ready to coach them.
Listen and be consistent
After asking your questions, really listen. Silence can be uncomfortable, but it’s powerful. Give your employee space to think and share. They might not have an answer right away, and that’s okay. Schedule a follow-up meeting if needed.
And don’t make this a one-time thing. Check in quarterly. People’s goals and circumstances change, so keep the conversation going.
A Word of Caution
If you’re not ready to commit to helping your employees grow, don’t start this process. It’s about genuine support and development, not just a box to tick. Regular stay interviews can transform your team dynamics. You’ll understand your people better, show you care about their development, and build stronger relationships. It’s a small investment of time for a huge payoff in loyalty and engagement.
Comments