In business, an Exit Interview is essentially an autopsy of a professional relationship. It’s a post-mortem diagnostic—useful for identifying why someone left, but powerless to save the connection. By the time an employee sits down to tell you why they’re moving on, their institutional knowledge and momentum are already out the door.
For leaders who view retention as a strategic priority rather than an administrative task, the focus must shift from reactive diagnostics to proactive engagement. Enter: The Stay Interview.
What is a Stay Interview?
Unlike a formal performance review or a casual coffee chat, a stay interview is a structured, intentional conversation between a leader and a high-performing team member. The goal isn't to critique past work, but to understand what keeps them engaged today and what might tempt them away tomorrow.
Why It Works
Top-tier talent rarely leaves because of a single event; they leave because of a slow accumulation of friction. Stay interviews allow you to:
Identify "Silent" Frustrations: Address the small hurdles before they become deal-breakers.
Build Real Trust: Moving the conversation from "What are you doing for us?" to "How are we doing for you?"
Personalize the Path: Generic perks rarely keep high-performers. You need to know exactly what this individual needs to feel challenged.
5 Questions Every Leader Should Ask
To get meaningful answers, you have to ask specific questions:
The Energy Check: "Which of your current projects makes you lose track of time because you're so engaged?"
The Hidden Potential: "Is there a skill you have that we aren't using, but you'd love to apply?"
The "Recruiter" Test: "If a competitor called you tomorrow, what is the one thing they could offer that would actually make you consider leaving?"
The Friction Point: "What is one recurring 'small thing' in your day-to-day that we could remove to make your job easier?"
The Partnership Pivot: "As your leader, what can I do more of—or less of—to support your growth?"
The Golden Rule: Action Over Insight
Asking for feedback and then ignoring it is worse than never asking at all. A stay interview only succeeds if it results in a tangible change. Whether it's a shift in responsibilities or a tweak in communication, the "Stay Plan" is what proves to your team that their value is recognized.
The Bottom Line: Don’t wait for a resignation letter to find out what your team needs to thrive. The best retention strategy isn't a better autopsy; it's a better conversation today.