6 stay interview questions that top employers ask

In the fight for talent, recruiters can’t wait until an employee is out the door to figure out why they left. Roughly four million Americans a month are resigning from their current jobs, so the time to act is now.

Key Stay Interview Questions

What is a stay interview?

A stay interview is a tool organizations use to gauge why their (high-performing) employees are staying with them. It’s a rather informal conversation between a manager and an employee in which the former asks the latter a predetermined set of questions.

Unlike the term stay interview suggests, it’s not meant to keep employees from leaving, at least not primarily. It’s more about gathering valuable feedback from your employees and continuously improving employee satisfaction and engagement.

Stay interviews differ from exit interviews in various ways. The most obvious difference lies in the timing of the interview. An exit interview takes place after an employee has resigned, while a stay interview is conducted with current employees.

The exit interview is part of the final stage of the employee life cycle, the offboarding process. As such, it aims to shape the critical last impressions employees will have of the company – and the they’ll portray to the outside world.

In light of the growing headache for companies and their HR departments that is the Great Resignation, the stay interview may quickly become an indispensable tool for organizations in their attempt to keep employees.

Why should you conduct stay interviews?

We briefly touched on some of the benefits that come with regularly conducting stay interviews already. Here are some more reasons why it’s beneficial to hold them:

When asking the right questions, a stay interview can give you tremendous insight into what people love about working for your organization – and what can be improved.

Let’s say, for example, that 7 out of 10 interviewees feel like they’re not getting enough recognition for their work. Implementing a simple employee and/or peer recognition program might be enough to solve this issue, boost employee engagement and, by extension, improve your employee retention rate.

Especially in a time where up to 40% of the global workforce are considering leaving their employer this year, it’s these things that can make all the difference.

Without data, you’re just another person with an opinion is an often-heard quote. And for a good reason, since it holds true for so many things, including your employee experience.

You may think that you know exactly why people love working for your company; their awesome colleagues, challenging projects, great culture, or maybe even all of the above.

But in reality, your employees want to stay because of the flexibility they get, the autonomy to make decisions, and the opportunities the company gives them for professional development.

The fact of the matter is, you simply don’t know until you ask them. So before you start doubling down on something you think people want, it’s best to gather their feedback during a stay interview.

6 effective stay interview questions

Try these stay interview questions to find out how to keep your best employees around.

Boosting employee satisfaction and engagement

Stay interviews can be a useful engagement strategy. They allow you to identify pain points and areas of improvement before they become reasons for people to start looking for greener pastures.

There are, however, two conditions for the ‘stay interview engagement strategy’ to work:

  • There needs to be a trusting relationship between the manager and the team member if the latter is to honestly talk about what doesn’t work for them.
  • You’ll need to actually act on the feedback you gather during the stay interviews and change things. Otherwise, people will end up disengaged rather than engaged.
  • FAQ

    What questions are asked in a stay interview?

    Stay interview questions about the employee
    • What do you look forward to most when you come to work every day? …
    • What do you dread about work every day? …
    • When was the last time you thought about leaving the company? …
    • What situation made you think of leaving? …
    • Would you recommend our company to job-seeking friends?

    How do you start a stay interview?

    To open the stay interview, a manager may use the following (or similar) statements: I would like to talk with you about the reasons you stay with [Company Name] so I understand what I might be able to do to make this a great place to work for you.

    What is the stay interview?

    Think of it as the opposite of an exit interview: Instead of asking why an employee is quitting, a stay interview focuses on what motivates the employee to stick around, what could be better about their work experience and how they envision the next stage of their career within the organization.

    How many questions should you ask in a stay interview?

    We’ve determined after much practice and research that we need just five questions to make stay interviews effective. When you follow up by asking strong probing questions, you will get all the information needed to develop individualized engagement and retention plans that really work.

    Related Posts

    Leave a Reply

    Your email address will not be published. Required fields are marked *