Stay interviews: why wait until an employee resigns to listen?

When a valued employee resigns, an employer may ask: “Was there anything we could have done?”

A stay interview creates an opportunity to explore that question earlier.

It is a structured conversation with a current employee about what they value, what could improve and what influences their decision to remain with the business.

Give the conversation a clear purpose

Explain that you want to understand the employee’s experience and identify practical improvements.

Keep the discussion separate from performance ratings. Employees need space to talk about their working experience without every answer becoming a judgement about their performance.

Avoid asking them to promise that they will stay.

Ask useful questions

A simple model could include:

• What do you most enjoy about your role?

• What makes a working day difficult?

• Do you have the tools and support you need?

• Do you feel your contribution is recognised?

• What would you like to learn or develop?

• What might lead you to consider another job?

• What is one thing we could improve?

Listen without immediately defending existing arrangements. Ask for examples where helpful and check that you have understood.

Be realistic about what you can offer

You may not be able to provide every requested change. A small business might have limited promotion opportunities or need particular working hours.

Explain those constraints honestly. Explore alternatives such as mentoring, broader responsibilities, clearer priorities or a development project.

Avoid making promises you cannot deliver.

Agree actions and follow up

Record the agreed actions, who will take responsibility and when you will revisit them.

Tell the employee how their feedback will be used and who may see it. Handle sensitive concerns through an appropriate process rather than treating everything as general feedback.

Where several employees raise similar issues, consider whether a wider change is needed. Take care when sharing findings from small teams, where individuals may be identifiable.

Make listening part of everyday management

Stay interviews can complement regular one-to-ones and employee feedback. They should not be the only opportunity to raise a concern.

They cannot guarantee that an employee will remain, but they can help you understand their experience and make informed decisions.

How The HFactor can help

The HFactor can build a straightforward stay interview model, provide templates and train managers to use them confidently.

We can also help you review feedback and agree a realistic action plan.

You do not have to wait for a resignation letter to start listening.

Visit https://www.the-hfactor.com and complete our enquiry form for a free initial consultation.