Resource Library
Stay Interview Guide
Introduction | About this resource
A stay interview allows organizations to gain insight into why TABLE OF CONTENTS
their employees choose to remain working with them.
It is also useful to understand how new employees are adjusting
during their initial three to six months and to review the 1. Best practices
onboarding process. This data can be used to drive retention by Recommended best practices for conducting a stay
identifying things that don’t work and capitalizing on things that interview and career conversation
are working well.
This interview is a proactive, structured, and focused one-on-
one conversation that takes place between an HR 2. Guiding questions
professional and an employee. The primary goal of this
interview is to gather valuable feedback and learn what • Instructions and example
motivates the employee to stay engaged.
• Individual level
This resource offers best practices for conducting stay
interviews. It includes guiding questions for four evaluation • Long-term career goals and aspirations level
levels: individual, long-term career goals and aspirations,
organizational factors and culture, and team. It also highlights • Organizational factors and culture level
how you can use stay interview data to make informed decisions
at all four different levels. • Team level
3. Next steps: making data-driven decisions
Best practices to analyze data, identify trends, and make
DOWNLOAD well-informed, data-driven decisions regarding next steps
Download the Stay
Interview Template.
Stay Interview Guide // 02
Best Practices | Page 1 of 2
These are recommended best practices to follow when you
conduct a stay interview and career conversation. They
focus on what happens before and during the interview.
Before the interview During the interview
Ask relevant, open-ended Focus on employee
Prepare in advance Create a safe environment
questions engagement
Schedule enough time for Foster an open and trusting Frame questions in a way that
Ask about factors that contribute
the interview (30–60 atmosphere where the employee encourages detailed responses
to job satisfaction, motivation, and
minutes). Familiarize feels safe to share their thoughts rather than simple “yes” or “no”
engagement to understand what
yourself with the and concerns. Show empathy and answers. This way, the employee
aspects are most rewarding and
employee’s background active listening to encourage an will be able to express their
what areas could be improved.
and review their honest discussion. thoughts and feelings more fully.
performance, goals, and
career aspirations to guide
the conversation Collaborate on a
effectively. Discuss career goals Provide guidance
development plan
Explore their long-term career
Provide guidance and actionable Create a development plan that
aspirations to identify growth
steps on how the employee can includes actionable steps,
opportunities, training programs,
enhance their skills, knowledge, timelines, and resources to
or career paths within the
and performance to achieve their support the employee's career
organization that align with their
career goals. progression.
interests and ambitions.
Stay Interview Guide // 03
Best Practices | Page 2 of 2
These are recommended best practices to follow when
you conduct a stay interview and career conversation.
They focus on what happens after the interview.
After the interview
Gather answers in the same place Maintain confidentiality
The information gathered during the stay Assure the employee that the information
interviews will have to be analyzed if you shared during the interview will be kept
Extra tips
want to be able to take action. This will confidential unless there are concerns
be a lot easier if this information is stored that need to be addressed through the 1. Listen actively.
centrally and easily accessible. appropriate channels.
2. Show genuine interest.
3. Maintain a positive attitude.
Look for trends and patterns Follow up
4. Encourage openness and honesty.
Identify any reasons why employees
choose to stay or why they consider 5. Follow up on action items.
leaving that are mentioned multiple Follow up on decided next steps that
times. This will help you find ways to came up during the interview.
strengthen the positive and reduce the
negative factors.
Stay Interview Guide // 04
Guiding Questions | Instructions and example
In the following pages, you will find a set of
guiding questions for the stay interview and EXAMPLE New joiners Tenured employees
career conversation. These questions are
This is what each set q How would you describe your work- q How has your work-life balance
divided into four levels: life balance since you joined? evolved since you joined?
of guiding questions
will look like. You q What aspects of your role do you find q What brings you the most fulfillment
• Individual: Focuses on the individual most fulfilling? in your role?
will have a column
employee's experiences, satisfaction, with questions for q Do you have the opportunity to use q How have you been able to use and
and professional growth within the new joiners and your skills in your current role? develop your skills and expertise?
organization another column with
q How well do you feel your talent q In what ways have you seen your
questions for
aligns with the role? talents align with your job tasks?
• Long-term career goals and tenured employees.
q What motivates you to perform at q Have there been any development
aspirations: Addresses the employee's your best in your role? opportunities you have pursued?
career aspirations, growth opportunities,
q Have you established meaningful q Do you have meaningful
and alignment with organizational goals connections with your colleagues? relationships with your colleagues?
and development q What factors would make you q What continues to motivate you to
consider leaving the organization? keep working with us?
• Organizational factors and culture: q Are there any additional ways we can q What factors would lead you to
Explores aspects related to the support your onboarding? consider leaving the organization?
company's values, culture, and
organizational practices
• Team: Examines dynamics,
The questions are divided New joiners Tenured employees
collaboration, communication, and
into two sections: one
relationships within the employee's designed for new joiners This is an employee who has recently This is someone who has been with the
team or department who recently started at the joined or been newly hired by the organization beyond the initial onboarding
organization. They are typically in the phase. They’ve gained experience and
organization and another
early stages of their employment and may familiarity with the company’s processes,
You can choose the questions that better suit tailored for tenured
still be adapting to the company's culture, have likely built relationships within the
the employee's role, experience, and specific employees with more processes, and expectations. organization, and may have advanced in
circumstances within the organization. experience in the company. their career.
Stay Interview Guide // 05
Guiding Questions | Individual level
New joiners Tenured employees
q What aspects of your new role are impacting your work-life q What aspects of your role are impacting your work-life
balance or integration? balance or integration?
q What aspects of your role do you find most fulfilling? q What brings you the most fulfillment in your role?
q Do you have the opportunity to use your skills in your q How have you been able to use and develop your skills
current role? and expertise?
q To what extent do you feel like your skills are optimally q To what extent do you feel like your skills are optimally
utilized in your role? utilized in your role?
q What motivates you to perform at your best in your role? q Have there been any development opportunities you
have pursued?
q What factors would make you consider leaving
the organization? q What continues to motivate you to keep working with us?
q Are there any additional ways we can support q What factors would lead you to consider leaving
your onboarding? the organization?
Stay Interview Guide // 06
Guiding Questions | Long-term career goals and aspirations level
New joiners Tenured employees
q How do you envision your career progressing within q How have your career goals evolved since you first joined
our organization? the organization?
q Are there specific skills or areas of expertise you would q Have you had opportunities for cross-functional or
like to develop? leadership roles in your career progression?
q What are your long-term career goals, and how do you see q How satisfied are you with the growth and development
them aligning with our company? opportunities you have had so far?
q Are there any opportunities for advancement or growth that q Are there any specific areas or skills you would like to
you are particularly interested in exploring? further develop to enhance your career?
q How satisfied are you with the professional development q What kind of guidance or mentorship have you received to
resources and programs available to you as a new joiner? support your career advancement within the organization
since you joined?
q What support or guidance would you find valuable in
furthering your career within our organization? q Are there any specific challenges or obstacles you have
faced in pursuing your career goals within the organization?
q Have you already had any discussions or thoughts about
potential career paths within the organization? q Do you regularly have conversations with your manager
about your long-term career aspirations and plans within
q How do you think we can assist you in achieving your career
the organization?
aspirations and ensure your growth?
q How well do you feel your career goals align with the
opportunities available within the organization?
Stay Interview Guide // 07
Guiding Questions | Organizational factors and culture level
New joiners Tenured employees
q Do you feel valued and recognized in the company? q Do you feel valued and recognized in the company?
q How do you like to be recognized for your work? q How satisfied are you with the recognition you receive for
your work?
q Has the experience met or exceeded your expectations
so far? q What culture aspects do you believe we should focus
on improving?
q What would have improved your onboarding experience?
q Do you think the company is committed to your
q Which processes did you find especially helpful during the
professional growth?
onboarding?
q What do you enjoy the most about working here?
q What have you been enjoying most about working here
so far? q What do you enjoy the least about working here?
Stay Interview Guide // 08
Guiding Questions | Team level
New joiners Tenured employees
q Have you received the necessary support and guidance q Have you received the necessary support and guidance
from your manager during your onboarding? from your manager to succeed in your role?
q How would you describe the level of collaboration and q How would you describe the level of collaboration and
teamwork within your team so far? teamwork within your team?
q How would you rate the effectiveness of team q How would you describe the effectiveness of team
communication and information sharing during communication and information sharing?
your onboarding?
q Are there any challenges or areas for improvement in terms
q Have you had the chance to provide input and contribute to of team performance or dynamics?
team decisions or initiatives as a new member?
q Are you satisfied with the level of feedback and coaching
q How satisfied are you with the level of feedback and you receive from your manager?
coaching you have received from your manager as a
new joiner?
Stay Interview Guide // 09
Next Steps: Making Data-Driven Decisions
These are best practices for analyzing the input gathered during stay
interviews and career conversations. They will help you in identifying trends
and making well-informed, data-driven decisions regarding next steps.
Prioritize actionable
Consolidate data Identify common themes Quantify feedback
insights
Compile and organize the data Look for recurring patterns, Where possible, assign numerical Focus on feedback that highlights
collected from stay interviews themes, and trends across values or ratings to feedback to actionable insights and prioritize
and career conversations in a multiple interviews to identify quantify the sentiment or areas that can have the most
centralized format for easy common areas of concern or importance of specific issues. significant impact on employee
analysis. To do this: opportunities for improvement. satisfaction and engagement.
• Create a dedicated database
or spreadsheet.
Benchmark with industry
• Ensure that each interview or Leverage technology
conversation is recorded in a
standards
structured manner, including
Compare your organization's Utilize data analytics tools or
key points, feedback, and
feedback and trends with software to process and analyze Extra tips
relevant details.
industry benchmarks to gain an large amounts of data efficiently
• Use consistent categories or to enable more comprehensive
external perspective and identify 1. Consider both qualitative and quantitative
tags to classify different areas for improvement. insights.
aspects discussed. data for a comprehensive understanding.
This centralized format will allow
you to easily sort, filter, and 2. Involve key stakeholders in the analysis
Track progress Conduct comparative
analyze the data to efficiently
over time analysis process for diverse perspectives.
identify trends and insights.
Regularly review and track Compare feedback and trends 3. Continuously iterate and improve the
changes in feedback and trends across different employee
to assess the impact of groups, such as departments,
analysis process based on feedback and
implemented actions and ensure roles, or tenure, to gain deeper evolving organizational needs.
continuous improvement. insights into specific segments of
the organization.
Stay Interview Guide // 10
