Stay Interview
A stay interview is a structured conversation between a manager or HR and a current employee, held to understand what keeps them in the company and what could make them leave, before they decide to go.
Definition
A stay interview is the mirror of an exit interview, held while the person is still there. Instead of asking why someone is leaving, it asks what they value, what motivates them, what frustrates them and what would make them consider other options. The aim is to learn while there is still time to act, and to show people that their opinion matters.
It is usually a one-to-one conversation of 30 to 45 minutes, with open questions and a calm setting, held by a manager or by HR depending on the level of trust. Companies often run it once or twice a year with key profiles, or with everyone in small teams. The notes should be short, shared with the employee and turned into one or two concrete actions, then reviewed at the next conversation.
A stay interview matters because most reasons for leaving are visible long before a resignation, and they are often fixable: workload, lack of growth, a strained relationship, a missing tool. The main pitfalls are asking questions and then doing nothing, using the answers against the person, or holding the interview as an exit signal. Explain its purpose clearly and keep the commitments you make.
Key points
- It is a forward-looking conversation with someone who is still in the team, not a goodbye.
- Typical questions cover what they enjoy, what drains them, what would make them leave and what they would change.
- Hold it in a safe setting, explain its purpose and keep the answers confidential unless the person agrees to share.
- End with one or two concrete actions and a date to review them.
- It only builds trust if the follow-up is real, so do not ask what you cannot act on.
Example
A team lead holds a stay interview with an experienced account manager who has been in the role for three years. The employee explains that she enjoys the clients but feels stuck, since nothing has been said about her next step. The lead agrees to prepare a development plan with HR within a month and revisits it at their next quarterly one-to-one.
Frequently asked questions
What is the difference between a stay interview and an exit interview?
A stay interview takes place with someone who is still employed and aims to keep them. An exit interview takes place when the person is leaving, to understand why. Used together, they give a complete view of what keeps people and what pushes them out.
Who should hold a stay interview?
Often the direct manager, if the relationship is open and trusted, otherwise an HR partner or a manager one level up. The important thing is that the employee feels able to speak honestly, and that the person asking can act on the answers.
How often should you run stay interviews?
Once or twice a year for key people is common, and after significant changes such as a reorganisation. A ready-to-use stay interview question template can help you prepare the conversation without turning it into a questionnaire.
Related terms
AI conversations, human decisions
Passisto holds structured voice conversations with candidates, employees, clients and students, and turns them into reports your team can act on.