Understand how your team feels about your culture.
Understand what keeps each member of your team engaged, satisfied, and committed to their role at your company.
Stay interviews are an important part of understanding the individual satisfaction and commitment levels of each of your employees. They help you uncover what really drives each team member’s engagement, and what they might feel is missing — before they seek it out elsewhere. With this knowledge, you can amplify what drives their engagement, and increase the retention of your top talent.
Ideally, managers should be having these one-on-one conversations with their direct reports every 3-6 months. By having stay interviews regularly, you stay on top of what makes your team and company a great place to work, and what might sway employees to leave.
It’s great to have stay interviews on a regular basis, but you also want to conduct them during specific organizational or team events, such as:
These are key moments when you want to touch base individually with the people on your team and get a sense of what’s keeping them committed, so you can continue doing what’s working.
Using a template helps you make sure you cover the same talking points with every employee. You can even tell your employees that you’re conducting the same stay interview with everyone. People might feel more comfortable answering honestly when they know their peers will be asked the same questions.
When you ask everyone the same stay interview questions, it makes it easier to spot common themes when you go over your notes later. If people are citing the same reasons for loving their jobs, you’ll pinpoint your team’s greatest strengths. If there are common themes around challenges or blockers, you’ll know where to immediately direct your attention.
Here are a few of the stay interview questions from the template:
Beyond these questions (and more), the template includes follow-up questions and notes to guide you through the stay interview process. You’ll have real-time tips on how to approach the conversation, so you’re sure to be prepared.
The greatest purpose of a stay interview is getting employee insights you can act on. As part of our stay interview toolkit, we wanted to include some pointers on how you can build an action plan following an employee stay interview. Follow these steps to implement the feedback you get from employees:
Gather rich insights to improve your team’s distributed work experience as they work together, apart.