The Stay Interview
Every business faces turnover. But how a company responds to it reveals everything about its culture, leadership, and long-term potential.
We’ve all seen the cycle:
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Bad companies lose good people… and they wonder why.
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Good companies lose good people… and ask why after they’re already out the door.
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Great companies? They rarely lose good people—because they already know the answer.
The secret? It’s called a stay interview (which can be traced back to Stanford's Tina Seeling).
1. Bad Companies: Reactive, Not Reflective
Bad companies often operate with a blind spot. They view talent as interchangeable. When a valuable employee walks out, they chalk it up to “entitlement,” “generational issues,” or “better pay somewhere else.”
There’s no curiosity. No introspection. Just finger-pointing and frustration.
Outcome?
A revolving door of disengagement, declining morale, and a tarnished reputation in the talent market.
2. Good Companies: Too Little, Too Late
Good companies try. When someone resigns, they conduct an exit interview.
They ask:
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“Why are you leaving?”
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“What could we have done differently?”
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“What did you enjoy (or not) about your role?”
It’s a decent practice—but by then, the damage is done. The employee has mentally and emotionally moved on. All you're left with is a postmortem.
Exit interviews tell you what hurt.
Stay interviews tell you what matters.
3. Great Companies: Proactive and People-Centered
Great companies don’t wait for talent to walk out the door to find out what’s broken. They invest in stay interviews—ongoing conversations designed to understand:
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What motivates key employees
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What frustrates them
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What they need to stay engaged, challenged, and fulfilled
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Whether they feel heard, supported, and aligned with the mission
These conversations are not HR checkboxes. They’re cultural barometers.
The real benefit?
Stay interviews build trust. They make employees feel seen before they ever feel unseen.
What Does a Stay Interview Look Like?
It doesn’t have to be complicated. In fact, bake it into your regular one-on-ones (we usually call these quarterly conversations...because you should have them AT LEAST quarterly). A few powerful questions asked consistently can transform your culture:
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What do you look forward to each day at work?
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What would make your job more enjoyable?
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Is there anything you’re struggling with that I might not see?
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Are there talents you have that we’re not fully using?
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What might tempt you to leave us?
These aren't just reviews; they’re retention conversations.
Conclusion: Choose Your Level
There are three levels of leadership maturity:
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Blind: You lose people and don’t know why.
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Curious: You ask why—after it’s too late.
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Intentional: You ask before they ever think about leaving.
Great companies don’t just attract great people—they build systems to keep them. And the stay interview is one of the most underrated tools in a leader’s arsenal.
Ryan Giles
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