The 7 Questions Every Business Should Ask During a Stay Interview

Retention isn’t about waiting for employees to hand in a resignation letter. It’s about loving your people before they leave.

That’s where the stay interview comes in — a short, structured conversation designed to uncover what keeps employees motivated, engaged, and committed. Unlike exit interviews (which are about loss), stay interviews are proactive: they help you understand and prevent turnover before it happens.

Here’s everything small business leaders need to know — including seven key questions that actually work in 2026.

What Is a Stay Interview?

A stay interview is a one-on-one conversation between a manager (or HR professional) and an employee. The purpose is to learn:

• Why the employee stays

• What frustrates them

• What would make them consider leaving

• What would make them happier, more productive, or more engaged

Key point: This isn’t performance evaluation. It’s curiosity-driven, empathetic, and actionable.

Why Stay Interviews Matter in 2026

1. Proactive Retention: You catch issues before they turn into resignations.

2. Employee Engagement: People feel seen and heard — and employees who feel valued stay longer.

3. Insight Into Culture: You learn what’s actually happening day-to-day, not just what leadership thinks.

4. Cost Savings: Retention saves money — recruiting and training new hires is expensive.

5. Business Growth: Happy employees do better work, which drives client satisfaction, revenue, and team cohesion.

Small tweaks from a single stay interview can improve morale, reduce burnout, and make your employees feel genuinely appreciated.

7 Questions That Actually Work

Below are the seven most effective questions for a stay interview in 2026, with tips on how to use them.

1. What do you enjoy most about working here?

Why it matters:

This uncovers what keeps your employees engaged. You may learn things you weren’t aware of — like a favorite project, a colleague relationship, or a unique perk.

Tip: Listen for patterns. If multiple employees mention the same thing, double down on it.

2. What do you find most frustrating or challenging in your role?

Why it matters:

This question surfaces pain points that could lead to burnout or disengagement.

Tip: Follow up with curiosity: “What would make that easier or more manageable?”Simple process improvements often make a huge difference.

3. What would make your role more enjoyable or fulfilling?

Why it matters:

It invites ideas for growth, responsibilities, or projects that employees value.Employees may ask for more challenging work, learning opportunities, or flexibility.

Tip: Don’t promise everything. Instead, note feasible changes and set realistic next steps.

4. Do you feel recognized and appreciated for your work?

Why it matters:

Employees don’t always leave for a better salary; they leave for lack of recognition.This is where you discover whether your appreciation strategy actually works.

Tip: Ask for examples. You might find you’re missing micro-moments of recognition or public acknowledgment.

5. What might cause you to consider leaving?

Why it matters:

This question gives you direct insight into retention risks — before it’s too late.It also demonstrates that you care about their long-term happiness and future at your company.

Tip: Treat answers as confidential and actionable. Small changes can prevent turnover before it happens.

6. How can we help you grow or develop in your role?

Why it matters:

Employees stay when they see opportunities to improve skills, take on challenges, and feel a sense of progress.It’s also a chance to align their goals with business needs.

Tip: Even small commitments — like access to free online training, mentorship, or stretch projects — make employees feel valued.

7. Is there anything else you’d like to share?

Why it matters:

Often the most valuable insights come last — employees might mention something they weren’t ready to bring up earlier.It also gives them space to speak freely.

Tip: Encourage honesty and show gratitude for feedback — even if it’s hard to hear.

Tips for Conducting Effective Stay Interviews

1. Schedule Regularly: Aim for annual or bi-annual conversations with each employee.

2. Keep it Private: One-on-one, uninterrupted, and confidential.

3. Listen More Than You Talk: The goal is to understand, not to defend.

4. Take Notes & Act: Employees are more likely to stay when they see changes happen.

5. Follow Up: Close the loop — even small changes matter.

6. Separate From Performance Reviews: Avoid making the conversation evaluative; it should feel safe and collaborative.

How Stay Interviews Tie Into Small Business Culture

• Demonstrates leadership cares about people, not just productivity

• Strengthens trust, engagement, and retention

• Identifies early warning signs of turnover risk

• Supports ongoing feedback culture without requiring costly initiatives

A consistent stay interview program is a small investment with high retention ROI. It’s proactive rather than reactive — because loving your people before they leave is far cheaper than replacing them.

Stay Interview Cheat Sheet

Question	Purpose	Follow-Up Tip
What do you enjoy most?	Engagement	Identify patterns to double down on
What frustrates you?	Identify pain points	Ask for suggestions to improve
How could your role be more fulfilling?	Growth & satisfaction	Implement feasible changes
Do you feel recognized?	Appreciation	Adjust recognition strategy
What might make you leave?	Retention	Mitigate risks proactively
How can we help you grow?	Development	Offer training/mentorship
Anything else?	Open feedback	Listen & act where possible

Final Thoughts: Love Your People Before They Leave

Turnover is expensive, stressful, and disruptive — but it’s often preventable.

Stay interviews give leaders the information and tools to make small, actionable changes that keep employees engaged, motivated, and committed.

Small businesses in 2026 don’t need perks that cost thousands. They need:

• Conversations that matter

• Micro-moments that reinforce trust

• Recognition that feels authentic

• Growth opportunities that are meaningful

Stay interviews are the ultimate low-cost retention tool. Done consistently, they send a clear message:

“We see you. We value you. And we want you to stay.”

Start asking these seven questions this month, and watch your culture, engagement, and retention improve — before your top talent even thinks about leaving.

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Lynn HR Consulting is a female-owned and operated business that provides a wide variety of Human Resources and Payroll services at an affordable cost. We focus on helping small to midsize businesses thrive by creating great workplaces while also providing strategic projects and filling interim roles for larger corporations. Contact us today to learn how we can support your organization’s growth and success.