When a valued employee resigns, leaders often wonder whether something could have been done to keep them. It’s a worthwhile question, and one that can be far more useful when asked while the employee is still part of the team.
Gallup research found that 42% of U.S. employees who voluntarily left their jobs believed their manager or organization could have done something to prevent their departure. Yet 45% reported that no manager or leader had proactively discussed their job satisfaction, performance, or future with the organization in the three months before they left.
That’s where stay interviews can help. These conversations are designed to understand what employees value about their work, what could be improved, and what might influence their decision to stay.
However, employees may hesitate to share honest feedback, particularly when their concerns involve their manager, compensation, workload, or career opportunities. They may worry that speaking candidly could affect how they’re perceived or limit their future within the organization.
Create The Conditions For Honest Conversations
Employees are more likely to share their concerns when they trust that their feedback will be taken seriously and handled appropriately.
Managers can build that trust by listening without becoming defensive, responding constructively to concerns, and demonstrating that employee feedback is valued.
It also helps to approach stay interviews with genuine curiosity rather than a predetermined agenda. Some useful questions include:
- What do you enjoy most about your role?
- What makes your job more difficult than it needs to be?
- What would make your experience working here better?
- Do you see opportunities to grow and develop within the organization?
- Is there anything you wish we understood better about your experience?
Managers should give employees time to answer, ask thoughtful follow-up questions, and resist the temptation to immediately explain or defend existing practices.
Give Employees Different Ways To Be Heard
Even in supportive workplaces, some employees may feel uncomfortable discussing sensitive concerns directly with their manager.
HR can help by offering alternative ways to provide feedback, including HR-led conversations, employee surveys, or facilitated discussions.
For smaller organizations, confidentiality requires particular care. An anonymous survey may seem appealing, but when there are only a handful of employees, responses can sometimes be identifiable from the details provided.
Be transparent about how feedback will be collected, who will have access to it, and how it may be used. Avoid promising complete anonymity or confidentiality when it cannot reasonably be guaranteed.
What Happens After The Conversation Matters
How an organization responds to employee feedback will influence whether employees feel comfortable speaking up again.
Managers and HR should review what they’ve heard, identify recurring themes, and determine which concerns can reasonably be addressed.
Some improvements may be straightforward, such as clarifying responsibilities, adjusting workloads, or providing better tools and training. Others, including compensation or advancement opportunities, may require more consideration.
While not every request can be accommodated, employees should know their feedback has been considered. Explain what will change, what cannot change, and why, then follow through on commitments.
Make Listening Part Of Your HR Practices
Stay interviews can be a useful addition to an organization’s retention efforts, particularly when they’re supported by regular communication, approachable managers, and a clear process for responding to employee concerns.
HR can help managers develop the skills to have these conversations and turn employee feedback into practical improvements.
Before your next valued employee decides to leave, consider whether you’ve created opportunities for them to explain what’s working, what isn’t, and what might encourage them to stay.
And perhaps more importantly, would they feel comfortable telling you the truth?