You’re doing everything right—competitive pay, strong onboarding, a decent culture. But then, out of nowhere, one of your top performers resigns.

No warning. No big complaints. Just a polite goodbye and a two-week notice. If that scenario hits close to home, you’re not alone. The truth is, by the time someone decides to leave, their reasons have often been simmering beneath the surface, unspoken and unnoticed. 

Traditional methods like exit interviews offer insights, but usually after the opportunity to retain that employee has already passed. That’s why stay interviews are gaining momentum. Instead of asking, “Why did you leave?” they ask, “What’s keeping you here—and what might push you away?”

They’re not about fixing people. They’re about listening, understanding, and making changes before your best talent walks out the door.

In this blog, we will explore:

• What a stay interview is and why it’s critical
• 15 effective stay interview questions to ask
• Best practices for conducting these interviews
• How KnowledgeCity supports long-term retention through learning and development

What Is a Stay Interview?

A stay interview is a one-on-one, structured conversation between a manager and an employee, designed to uncover what keeps the employee engaged—and what might prompt them to leave. It’s not about assessing performance; it’s about listening, understanding, and acting on the factors that influence retention.

Unlike a performance review meeting, which focuses on past work, goals, and areas for improvement, a stay interview is forward-looking and relationship-driven. It creates space for open dialogue around the employee’s experience, motivations, and concerns, helping leaders proactively address issues before they become reasons to exit.

Why Stay Interviews Matter

Organizations that conduct stay interviews regularly are better positioned to:

• Address concerns before they turn into resignations
• Identify team-wide trends around engagement and satisfaction
• Strengthen relationships between managers and employees
• Create personalized development plans based on employee goals

According to research by SHRM, organizations that regularly conduct stay interviews and take proactive steps based on employee feedback have seen up to a 10% increase in retention rates.

Stay Interviews vs. Exit Interviews

15 High-Impact Stay Interview Questions

Below are examples of questions that provide clarity on employee engagement, motivation, and long-term commitment. These questions can be adapted based on your team’s culture and goals.

Understanding Motivation and Satisfaction

1. What do you enjoy most about your job right now?
2. What makes a workday feel successful for you?
3. Which part of your job gives you the most satisfaction?

Identifying Challenges and Risks

1. What aspects of your work are most frustrating?
2. Have you ever thought about leaving the organization? If so, what influenced that thought?
3. What would make your work experience more fulfilling?

Evaluating Growth and Learning

1. Do you feel you are learning and developing in your current role?
2. Are there specific skills you want to build in the next year?
3. Do you see opportunities for advancement here?

Manager and Team Dynamics

1. Do you feel supported by your manager and team?
2. How would you describe your relationship with your direct supervisor?
3. Are you recognized for your contributions in ways that matter to you?

Exploring Future Goals and Improvements

1. What could we do to improve your work environment?
2. What do you need more or less of in your day-to-day work?
3. What would make you more excited about your future at this organization?

These questions are not meant to be asked all at once. Select 5–7 that align with the employee’s role and the organization’s current priorities.

How to Conduct Effective Stay Interviews

To gain meaningful insights and build trust, the process of conducting a stay interview should be carefully managed. Consider the following best practices:

Connecting Stay Interviews with Learning and Development (L&D)

One of the most common themes that emerges in stay interviews is growth. Employees want to build new skills, take on meaningful challenges, and see a future within the organization. When those opportunities are missing, they often start looking elsewhere.

That’s where learning and development (L&D) comes in—not as a perk, but as a powerful driver of retention. By linking employee feedback from stay interviews to real learning opportunities, you show that you’re not just listening—you’re taking action and investing in their future.

To truly maximize the impact of stay interviews, you need more than good intentions—you need a learning partner that can turn employee insights into meaningful growth.

That’s exactly what KnowledgeCity helps organizations do.

Why KnowledgeCity Is the Best Employee Training Platform in the USA

With over 18 years of experience in employee training, KnowledgeCity is a trusted partner to organizations across the U.S.—including Spartonics, TKC Holdings, and Baker’s Burgers—helping them drive employee growth, ensure compliance, and streamline workforce development.

Here’s what makes us the leading employee training platform—and what it means for your organization:

Wrapping Up

Stay interviews are no longer optional. They are a practical, results-driven strategy to improve employee retention and build a culture of trust and engagement. However, asking the right questions is only part of the equation. Acting on those insights is what truly makes a difference.

When organizations pair the stay interview process with one of the best employee training platforms in the USA, like KnowledgeCity, they don’t just gather feedback; they act on it. By addressing employee concerns with tailored training and development opportunities, organizations demonstrate a real commitment to growth and satisfaction. The result? Reduced turnover and a stronger, more engaged workforce.