A stay interview is a planned conversation with a current employee about what keeps them at work and what might make them leave. It helps a leader hear concerns before resignation becomes the only way to raise them, without implying every request can be granted.
What should a leader ask in a stay interview?
Invite the employee to describe worthwhile parts of the job, recurring obstacles, and conditions that could lead them to look elsewhere. Questions such as “Which part of your week gives you energy?” or “What gets in the way of doing your best work?” can draw out specifics, from unclear priorities to a difficult handoff.
If an employee’s careful work keeps a project moving, Make Their Day by naming the contribution and asking what could make the job smoother. For example, a manager might recognize that clear handoff notes prevented duplicated work, then listen to a concern about the process.
How can I make the conversation useful?
Set aside private time, explain why you are asking, and listen without arguing or rushing to solve everything. Agree on one or two realistic next steps, who will handle them, and when you will check back. If a requested change is not possible, explain why plainly and discuss other options; then follow through on what you agreed.
Questions like this one, and many more about hiring and retention, are explored in the FISH! Philosophy upgraded trial, which gives your team 30 days of access to the FISH! film and its digital guides.
