Why Stay Interviews Are More Important Than Ever
In today’s workplace, uncertainty is the only certainty. Economic shifts, cost-cutting measures, and layoffs have left employees feeling anxious about their future. And while companies focus on financial survival, there’s an overlooked risk lurking in plain sight: the silent exodus of your best people.
Here’s a truth many leaders miss: layoffs don’t just impact those who leave. They create a ripple effect, shaking the confidence of those who stay. High performers—who now shoulder even more work—may start asking themselves, Is it worth it?
The good news? There’s a powerful, simple, and cost-effective solution to prevent this from happening: Stay Interviews.
Unlike exit interviews—where employees share why they left—Stay Interviews help uncover why they stay. They open up honest conversations about what keeps employees engaged, what challenges they face, and what could make them consider leaving. And the best part? They give leaders the chance to address concerns before it’s too late.
Let’s dive into why Stay Interviews are no longer just a “nice-to-have” but a business imperative in today’s workforce.
5 Reasons Why Stay Interviews Are a Game-Changer
They Prevent Post-Layoff Turnover ("Survivor Syndrome")
If your organization has recently gone through layoffs, you might think you’re in the clear. But what about the employees who didn’t get let go?
Research shows that after a round of layoffs, remaining employees often experience Survivor Syndrome—a mix of guilt, fear, and uncertainty. They may wonder:
❓ Will there be more layoffs?
❓ Am I next?
❓ Do I even want to stay here anymore?
Without proactive reassurance, these employees might start disengaging—or worse, quietly looking for their next opportunity. Stay Interviews create a safe space for them to voice their concerns, re-establish trust, and feel valued before they make the decision to leave.
Pro Tip: Ask employees, “What’s keeping you here?” and “What would make you want to stay even longer?” This shifts the focus from fear to the future.
They Offer a Low-Cost, High-Impact Retention Strategy
Let’s face it—big retention bonuses, across-the-board raises, and extravagant perks aren’t always in the budget. But here’s what many leaders overlook: employees don’t stay just for the money.
A recent study found that while compensation matters, employees are far more likely to stay if they feel valued, have career growth opportunities, and trust their leadership.
✅ Does your team have the flexibility they need?
✅ Do they feel like they’re learning and growing?
✅ Are they recognized for their contributions?
Stay Interviews help you pinpoint what matters most to your employees—so you can invest in meaningful retention strategies rather than defaulting to expensive incentives.
They Identify Hidden Engagement Risks Early
Many employees don’t openly express dissatisfaction. Instead, disengagement simmers beneath the surface.
You might notice:
A once-enthusiastic employee becoming quiet in meetings
A high performer doing just the bare minimum
Increased absenteeism or a dip in motivation
By the time a resignation letter hits your desk, it’s too late. Stay Interviews uncover these hidden risks early, allowing leaders to intervene before employees decide to leave.
Pro Tip: Stay curious. Instead of asking, “Are you happy here?” (which often leads to a polite “Yes”), try:
“What part of your job energizes you the most?”
“What’s one thing that would make your work experience even better?”
The goal is to spark honest conversations that lead to real action.
They Strengthen the Manager-Employee Relationship
You’ve probably heard the saying: People don’t leave companies—they leave managers.
At the heart of every Stay Interview is a simple yet powerful act: listening. Employees want to feel seen, heard, and valued by their leaders—especially in times of uncertainty.
Stay Interviews are an opportunity to build trust, show empathy, and demonstrate that leadership cares. When employees believe their managers are invested in their success, they are far more likely to stay engaged and committed.
Pro Tip: Don’t make Stay Interviews a one-time thing. Schedule them regularly—quarterly or biannually—to keep the conversation going. Consistency builds trust.
They Shift the Narrative from Fear to Future-Focused Growth
After layoffs or organizational shifts, employees are often left wondering:
🔹 Do I still have a future here?
🔹 Are there still career opportunities for me?
🔹 Is my hard work even being recognized?
Stay Interviews help reframe this uncertainty into opportunity. Instead of focusing on what’s been lost, they highlight what’s still possible.
When employees see a clear future at your company—whether through new projects, skill development, or internal mobility—they’re far less likely to look elsewhere.
✅ Encourage employees to set career goals
✅ Explore mentorship or skill-building opportunities
✅ Reinforce a culture of growth—even in challenging times
The Best Retention Strategy? Just Ask.
Here’s the secret sauce to retention: it’s not about perks, pay raises, or pizza parties. It’s about people. When employees feel heard, valued, and supported, they stay. It’s that simple.
And the best way to make that happen? Stay Interviews.
So, managers—consider this your call to action. Make time for these conversations. Ask the right questions. Show your employees that they matter before they start packing up their desks.
And if you’re thinking, But I don’t have time for this!—I’ve got you covered. My Digital Hello Stay program teaches you how to hold effective, meaningful Stay Interviews in just 30 minutes.
Because saving your best talent isn’t about working harder—it’s about working smarter.
Ready to get started? Let’s talk. If there’s anything I can do to help, reach out at bev@bevkaye.com or +1 (818) 995-6454.
Retention is in your hands. Let’s keep your best people right where they belong.
