More and more employers are using stay interviews—also called “career check-ins,” “engagement sessions,” or “touch-base meetings”—as a tool to improve employee retention.
If an exit interview is like a post-mortem, a stay interview is like a checkup. It’s an opportunity for your employer to learn what’s working, what’s not working, and what they can do to improve your experience and encourage you to stay.
Stay interviews are a chance for you to share what keeps you engaged at work—and what doesn’t. They’re not just for the company to learn, but for you to help shape your workplace. By sharing honest feedback and speaking up about your needs, you can use these conversations to make your job more enjoyable.
How a stay interview works
Stay interviews are typically informal, short conversations that last 20 to 30 minutes. They are often scheduled at regular times—for example, 3 months after starting a new job, every 6 months, or once a year.
The tone is usually casual, and the focus is forward-looking. Your employer’s goal is simple: they want to know what’s going well, what isn’t, and how they can keep you satisfied.
Many of the questions asked in a stay interview are similar to those asked in an exit interview. But unlike an exit interview, a stay interview happens while you’re still with the company and they have a chance to keep you there. And unlike a performance review, the focus is on not on evaluating your work, but on how well the company and your role are working for you.
Making the most of a stay interview
A stay interview can do more than address workplace frustrations—it can be a genuine opportunity to move your career forward. Nobody knows your goals and needs better than you do, so naturally you are the best person to create positive change for yourself. You can use the interview to:
- Influence workplace improvements. Sharing thoughtful, actionable feedback can improve your day-to-day experience. If you need tools or support, now is the time to ask.
- Voice your ambitions. Clearly stating your goals makes it easier to get the support, guidance, or opportunities you need to reach them.
- Showcase your initiative. A productive stay interview can show your employer that you’re engaged and make a good impression.
Preparing for the interview
To make the most of the opportunity, prepare in advance by reflecting on your priorities and formulating clear, constructive feedback. Consider:
- What matters most to you? Identify 2 or 3 changes that would have the biggest impact on your day-to-day satisfaction.
- What is realistic to ask for? Come up with a practical wish list—for example, access to training programs, updated tools, or more flexible hours.
- What might your manager not know? Shed light on challenges or contributions that may be invisible to management.
What if you’re unhappy or thinking about leaving?
Some employees are afraid to engage fully in a stay interview. If you’re unhappy at work, you might worry that answering questions or expressing criticism honestly could backfire.
Even if you’re actively looking for other work, a stay interview can still be valuable. You could offer feedback that will make your experience better in the short term. You might even learn that the company is willing to make changes that could influence your decision to stay.
Here are a few suggestions to keep in mind:
- Understand the intent. A stay interview isn’t about judging or testing you—it’s meant to encourage you to stay. Think of it as a chance to work together, not something to feel defensive about.
- Ask questions. Clarify how your feedback will be used, who will see it, and whether it will be anonymized.
- Set limits on what you share. You don’t have to reveal anything you don’t want to. If a question feels too personal or irrelevant, it’s OK to say, “I can’t think of anything off the top of my head.” If you intend to leave but aren’t ready to say so, focus on your short-term needs or general suggestions for improving the workplace.
- Frame feedback diplomatically. No matter how frustrated you may be, this is not the time to vent. Pair every criticism with a constructive suggestion.
And remember, participation is optional. If you’re not comfortable with the interview, you can decline the invitation.
Common questions
Let’s look at some common questions that you might be asked in a stay interview. Just as in any other kind of interview, the aim is to be honest and say what you mean while staying professional and showing that you care about your work.
What do you like about working here?
This question helps your employer understand what motivates you and keeps you with the company. In other words, it tells your employer what they’re doing well.
When you respond, be specific. For example:
- “Being able to work remotely is a big plus for me.”
- “I love the people on my team. Working together makes the job fun.”
What parts of your job make the most of your strengths?
This question helps your employer see how well your skills align with your responsibilities and whether other projects or tasks might be a better fit. Work that uses your talents tends to be more fulfilling.
Think about the projects that you enjoy the most or achievements that you’re most proud of. Sample responses:
- “I really enjoy mentoring new team members. I’m good at making people feel comfortable. A bonus is that explaining material to others often helps me understand it better myself.”
- “I like doing detail-oriented work. When I’m reviewing a technical document, the hours fly by. It’s always satisfying to catch small errors that make a big difference.”
Do you feel that your contributions are recognized?
Everyone likes to feel appreciated. Recognition is a key factor in retaining employees, but different types of recognition are meaningful to different people.
Use this question to highlight achievements and the type of recognition that matters most to you. For example:
- “Yes, I feel valued. I appreciate the time our manager takes during our weekly meetings to highlight where team members have gone above and beyond.”
- “Sometimes I feel like my behind-the-scenes work goes unnoticed, even though it’s critical to the success of our projects. I’d appreciate more feedback, not just during formal performance reviews.”
What is or has been your biggest concern or frustration?
Nobody’s work life is perfect. Employers expect constructive criticism during a stay interview.
Frame feedback diplomatically by pairing concerns with solutions. For example:
- “Sometimes the agenda of the weekly meetings is unclear, and it feels like that time could be better spent focusing on work. I wonder if meeting every 2 weeks might be more efficient.”
- “There are times when the workload feels overwhelming, which makes it harder to feel confident about the quality of my work. Redistributing tasks or allowing more time in project schedules could help.”
What might make you consider leaving? What changes would make you more likely to stay long term?
These questions offer a chance to address potential deal-breakers and explore solutions. Frame it in terms of how your employer could address your needs:
- “Opportunities for growth or advancement might be a factor down the road. Are there training or mentoring options here that could help?”
- “Work-life balance is important to me. Remote or hybrid work arrangements seem pretty attractive.”
- “It would mean a lot to have more opportunities to provide input into decisions that affect me.”
A two-way street
Ultimately, stay interviews can be a tool for growth—both for you and for your employer. By preparing thoughtfully, offering constructive feedback, and asking for what you need, you can help shape a workplace that gives you every reason to stay.