Unique Stay Interview Questions Every HR Manager Should Ask

stay interview questions
Table of Contents
Table of Contents

Most companies don’t bother asking, ‘What could we have done to keep you?’ until an employee resigns. But by then, the damage is done. Stay interview questions flip the script—they help you figure out how to keep your best people engaged before they start looking elsewhere. And it all comes down to asking the right questions

We listed 40 stay interview questions that spark real, honest conversations with your team. Use these questions to understand what truly motivates your employees and strengthen retention before it is too late.

In A Rush? Here Are The 5 Most Important Stay Interview Questions To Ask

  • What keeps you motivated to stay with this company?
  • What’s one thing that would make your job better?
  • Have you ever considered leaving, and if so, why?
  • How can we better support your career growth?
  • What’s one change leadership could make to improve your experience?

What Are Stay Interviews & Why Should You Conduct Them?

Stay interviews are one-on-one conversations between a manager and an employee to understand what keeps employees engaged and what might push them to leave. Unlike exit interviews, they help address concerns before turnover becomes a problem.

Here’s why stay interviews matter:

  • Identify issues before most employees start job hunting
  • Learn what truly drives job satisfaction beyond salary.
  • Show employees their opinions matter and build loyalty.
  • Find out if career progression concerns related to their current role are causing disengagement.
  • Adapt management styles based on direct employee feedback.

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40 Stay Interview Questions That Reveal What Your Team Truly Wants + Free Template

Ready to start? Use our free stay interview template to conduct an effective stay interview, ask the right questions, and get meaningful insights from your team:

Stay Interview Questions & Answers About The Job

stay interview questions - Stay Interview Questions & Answers About The Job

1. What do you enjoy most about your job?

I enjoy the autonomy I have in making decisions and the opportunity to work on challenging projects in the organization that help me grow as a person and professional.

2. What aspects of your job do you find least enjoyable?

Too much time goes into repetitive admin tasks when I could be working on more strategic projects.

3. What part of your work makes you feel the most fulfilled?

I feel most fulfilled when my work directly contributes to the company’s success and helps my team achieve its goals. Knowing that my efforts make a real impact keeps me motivated and engaged.

4. Do you feel your skills are being fully utilized in your role?

I use many of my skills, but I believe I could contribute more with opportunities to take on higher-level projects. I’d appreciate more challenging assignments that let me develop and showcase my full capabilities.

5. Is there anything about your job that frustrates you?

At times, slow decision-making processes delay progress and make it hard to maintain momentum. Simplifying approvals would help us work more efficiently.

Stay Interview Questions On Company Culture & Work Environment  

stay interview questions - Stay Interview Questions On Company Culture & Work Environment

6. Do you feel a sense of belonging at work? Why or why not?

Mostly, but I think stronger cross-team connections would help. More opportunities for team-building and collaboration across departments would enhance my sense of belonging.

7. Do you feel comfortable sharing feedback with leadership?

I feel comfortable sharing feedback with my direct manager, but I’m unsure if leadership as a whole takes employee concerns into account. A more structured process for collecting and addressing feedback would make me feel more heard.

8. How would you rate communication within the company?

Internal communication is generally good, but sometimes important information gets lost or isn’t shared on time. A more structured approach, like centralized updates or clearer messaging channels, would improve alignment.

9. Are there any workplace policies you feel could be improved?

Performance review processes could be more transparent and frequent. Regular feedback, rather than just annual reviews, would help employees stay on track with their career growth.

10. What’s one thing leadership could do to make this a better place to work?

Leadership could be more transparent about company decisions and future plans. Keeping employees in the loop would help build trust and keep everyone aligned.

Career Growth & Development Stay Interview Questions

stay interview questions - Career Growth & Development Stay Interview Questions

11. What skills would you like to develop further?

I want to build my public speaking and presentation skills to communicate my ideas more effectively. More chances to lead meetings or present to leadership would help with that.

12. Do you see a clear career path within the company?

I have a general idea of how I can grow here, but I’d appreciate more one-on-one guidance from leadership on what’s expected for the next step in my career.

13. What kind of support do you need to reach your career goals?

I’d benefit from access to more training, workshops, or even certifications. I want to keep building my skills and improving in my role.

14. Have you had enough opportunities for training and development?

There have been some great learning opportunities, but I’d love more hands-on training in data analysis and automation tools since they’re becoming more important in my role.

15. Do you feel like your contributions are preparing you for the next step in your career?

I’ve gained valuable experience in project management, which is helping me build leadership skills. However, I’d like more opportunities to lead cross-functional initiatives to fully prepare for a managerial role.

???? Did You Know?

75% of disengaged workers blame poor management relationships.
(Source)

Leadership & Management Stay Interview Questions

stay interview questions - Leadership & Management Stay Interview Questions

16. How would you describe your relationship with your manager?

My manager is great at providing direction and keeping the team on track. It would be helpful to get more real-time feedback on my work instead of just during performance reviews.

17. Do you feel your manager provides enough guidance and support?

I appreciate that my manager gives me autonomy, but sometimes I could use more guidance on big projects. A quick check-in before major milestones would make a difference.

18. Do you feel your opinions and ideas are valued by leadership?

I feel like my input is valued within my team, but I’m not always sure if leadership takes employee suggestions into account. More transparency on how feedback influences decisions would help.

19. What’s one thing your manager could do to better support you?

Encouraging more collaboration across departments would help me and the team work more efficiently. If my manager facilitated more cross-team connections, it would improve communication and project flow.

20. How does your manager handle challenges or conflicts in the team?

My manager addresses conflicts when they come up, but sometimes issues linger longer than they should. Stepping in earlier to prevent misunderstandings from escalating would make them a better manager and help the team work more smoothly.

Work-Life Balance & Flexibility Stay Interview Questions

stay interview questions - Work-Life Balance & Flexibility Stay Interview Questions

21. Do you feel you have a healthy work-life balance? Why or why not?

For the most part, I have a good work-life balance, but occasional workload spikes make it challenging. More flexibility in deadlines and clearer workload distribution would help maintain balance.

22. How often do you feel the need to work outside of regular hours?

Quite often, especially during peak project periods. Having more support or adjusting timelines slightly would make it easier to maintain a better work-life balance.

23. Are workloads distributed fairly within your team?

For the most part, yes, but there are times when certain team members take on more than others. A better system for tracking workloads would help ensure tasks are evenly distributed.

24. Do you feel comfortable taking time off when needed?

Yes, but during busy periods, I sometimes worry about falling behind or burdening my team. Clearer backup plans and workload coverage would make taking time off easier.

25. What could we do to help you manage stress better?

More open discussions about workload and stress management would be helpful. If managers regularly checked in on how we’re handling tasks, they could make small adjustments before things become too stressful.

Recognition & Compensation Stay Interview Questions

stay interview questions - Recognition & Compensation Stay Interview Questions

26. Do you feel recognized for your contributions? Why or why not?

I feel appreciated within my team, but I don’t always see company-wide recognition for individual contributions. It would be great if leadership highlighted employee achievements more often.

27. How do you prefer to be recognized for your work?

Public recognition in company emails or team meetings motivates me. It makes me feel like my hard work is noticed beyond just my immediate team.

28. Do you feel your compensation reflects your contributions?

I think my salary is fair, but as my responsibilities have increased, my compensation hasn’t fully reflected that. A clearer structure for raises based on performance would help.

29. Have you ever considered leaving due to pay or benefits?

I’ve thought about it when comparing industry salaries, but I value the company culture and growth opportunities. Competitive pay adjustments would strengthen long-term retention.

30. What additional benefits or perks would make a difference for you?

A stronger wellness program, like mental health support or gym reimbursements, would be a meaningful addition. This can make a big difference in reducing stress and improving productivity.

???? Interesting Stat

Feeling unheard drives 41% of employees to leave their jobs.
(Source)

Team Dynamics & Collaboration Stay Interview Questions

stay interview questions - Team Dynamics & Collaboration Stay Interview Questions

31. How well does your team communicate and collaborate on projects?

Our team communicates well, but sometimes important details get lost in long email threads. A more structured project management tool would help keep everyone aligned.

32. Do you feel comfortable sharing ideas and feedback with your team?

I do, especially in smaller team meetings, but in larger group discussions, it can be harder to speak up. Creating more structured opportunities for idea-sharing would help everyone contribute.

33. Do you feel there is a strong sense of trust among your team members?

I trust my immediate team, but there are times when people hesitate to speak openly about challenges. A more supportive environment where feedback is welcomed without hesitation would help build stronger trust.

34. What do you enjoy most about working with your team?

I enjoy how open we are to sharing ideas and problem-solving together. It feels like a true team effort rather than just individual contributions.

35. What’s one change that could improve how your team works together?

Creating a space for informal brainstorming would make collaboration more dynamic. Right now, most of our discussions are task-focused, but having a dedicated time to share ideas could lead to better solutions.

Wrap-Up Stay Interview Questions

stay interview questions - Wrap-Up Stay Interview Questions

36. Is there anything that would make you consider leaving?

A lack of work-life balance would definitely make me think about leaving. If workloads became unsustainable without adjustments, it would be hard to stay long-term.

37. What’s one thing we could do to make your experience here even better?

Encouraging more innovation and creative problem-solving in our projects would make work more engaging. Right now, we focus a lot on execution, but having space to experiment with new ideas would be exciting.

38. How likely are you to recommend this company as a great place to work?

I’d likely recommend it, but I think there’s room for improvement in recognition and compensation. A stronger focus on appreciating employees’ contributions would make it even more appealing.

39. What’s been your most positive experience working here?

When I received recognition for my contributions in a company-wide meeting, it really made me feel valued. Knowing that leadership noticed my work motivated me even more.

40. Is there anything else you’d like to share that we haven’t covered?

I appreciate the opportunity to share my thoughts, and I value the company’s commitment to employee feedback. Continuing open discussions like this will help improve engagement and retention.

Stay Interview Questions vs Exit Interview Questions  

stay interview questions - Stay Interview Questions vs Exit Interview Questions

Stay interviews help you retain your high-performing employees by understanding what keeps them engaged and addressing concerns before they consider leaving. Exit interviews, on the other hand, happen when an employee is already leaving, providing insights into what went wrong. 

While stay interviews are proactive and focused on retention, exit interviews are reactive and help companies learn from past mistakes.

How Long Should A Stay Interview Be?

A stay interview should last between 30 to 45 minutes. This gives enough time for a meaningful conversation without feeling like an interrogation.

5 Best Practices To Ask The Right Stay Interview Questions

stay interview questions - 5 Best Practices To Ask The Right Stay Interview Questions
  • Start with open-ended questions to encourage detailed responses.
  • Focus on roadblocks, skill growth, and needed support to advance in their role, as these directly impact engagement, retention, and employee morale.
  • Dig deeper with follow-ups to uncover underlying motivations and concerns that may not surface in initial responses.
  • Balance positives and pain points to gain a complete understanding of what keeps current employees engaged and what might push them to leave.
  • Keep it conversational and frame questions naturally to make employees feel at ease as if it’s a discussion rather than an evaluation.

???? Surprising Data

66% of Americans report poor work-life balance.
(Source)

How To Conduct A Constructive Stay Interview

stay interview questions - How To Conduct A Constructive Stay Interview
  • Frame the conversation as a chance to improve the employee’s experience, not as a performance review.
  • Schedule the interview when workloads are manageable to ensure employees can engage without stress.
  • Conduct the interview in a relaxed setting where employees feel safe to share honest feedback.
  • Reassure employees that their input is valued and won’t lead to negative consequences.
  • Let employees do most of the talking while guiding the discussion with thoughtful prompts.
  • Highlight specific improvements you can make and set realistic expectations on what can change.
  • Summarize key discussion points and outline any next steps to show commitment to employee concerns and provide clarity for direct reports.
  • Conduct stay interviews every 6-12 months to track progress and continuously refine the employee experience.

Stay Interview Checklist To Cover Every Important Detail

stay interview questions - Stay Interview Checklist To Cover Every Important Detail

To prepare for stay interviews:

  • Outline the purpose of the interview and what topics you’ll cover to keep the conversation focused.
  • Look at their tenure, past performance, and any previous feedback to personalize your approach.
  • Give employees enough notice and emphasize that this is a two-way conversation, not a performance review.

Here are the key questions you need to ask:

  • Engagement & Retention – “What keeps you motivated to stay here?
  • Workplace Culture – “Do you feel valued and included in team decisions?
  • Leadership & Support – “How can your manager better support your growth?

Follow these post-interview action steps:

  • Personally thank employees for their input and reassure them that their voices are heard.
  • Highlight patterns that need attention like career development gaps or workplace issues.
  • Address small, immediate improvements that show employees their feedback matters.

Conclusion

You now have the blueprint for stay interview questions—so what’s next? Select a few key employees and schedule your first round of conversations. Focus on listening, not just asking, and take notes on recurring themes. The real impact of stay interviews isn’t in the questions—it’s in the actions you take afterward. 

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FAQs

What is another word for a stay interview?

A stay interview is also called an employee retention interview or an engagement interview. The goal remains the same, which is to understand what keeps employees motivated and address concerns before they consider leaving.

How to analyze stay interview data?

Look for common themes across multiple interviews like job satisfaction, leadership feedback, or workplace challenges. Categorize responses into actionable insights, prioritize urgent issues, and track changes over time to measure impact.

How many questions should you ask in a stay interview?

A stay interview should include 10-15 well-structured questions to keep the conversation focused and productive. The right number depends on the depth of discussion and the time available, but quality matters more than quantity.

Are stay interviews anonymous?

Stay interviews are not anonymous, as they are meant to be open, one-on-one conversations. However, employees should feel safe sharing honest feedback without fear of negative consequences.

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IG Rosales
Genius' Head of Content, shaping HR narratives for 10+ years. Her secret weapons? A keen eye for talent (hired through Genius, of course) and a relentless quest for the perfect coffee.

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