Retention and Stay Interviews
Gallup’s 2024 study found that 42% of employees who voluntarily left a job believed their departure could have been prevented. Stay interviews help managers learn what employees value, what they would change, and what might lead them to consider another job.
About this note
Published Research checked
What employees say about staying, leaving, and the conversations that matter.
At a glance
Gallup’s 2024 study found that 42% of voluntary leavers believed their departure could have been prevented. Regular conversations help managers understand what employees value, hear concerns early, and make changes that matter.
- About 45%
- Of voluntary leavers reported no conversation with a manager or leader about job satisfaction, performance, or their future during the previous three months.
- 42%
- Of voluntary leavers believed their departure could have been prevented, according to Gallup’s 2024 study. Work Institute research has reported a higher figure using a different research approach.
What employees say about preventable turnover
Gallup’s 2024 study found that 42% of voluntary leavers believed their manager or organization could have done something to prevent their departure. The Work Institute, drawing on a large body of exit interviews, has reported a higher estimate of roughly three in four. The studies use different methods. Both point to the value of asking employees what would make their work better. SHRM has cited a replacement cost estimate of six to nine months of an employee’s salary.
A concern raised early gives a manager more time to do something about it. Gallup found that approximately 45% of voluntary leavers had not discussed their job satisfaction, performance, or future with a manager or another leader during the three months before leaving. Stay interviews give employees time to talk about what they enjoy, what concerns them, and what they would change.
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Stay interviews and exit interviews
Exit interview
Learn why employees leave
- Ask about the employee’s experience and reasons for leaving.
- Look for patterns that could improve the experience for other employees.
Stay interview
Learn what makes employees want to stay
- Ask what employees enjoy and what they would change.
- Act on useful feedback while the employee is still on the team.
Questions worth asking
Start with a few open questions and give employees time to answer.
What do you enjoy most about your work?
What would make you consider another opportunity?
If you could change one thing about your role or team, what would it be?
What would make this an even better place for you to work?
Ask for examples to understand which issues matter most. Schedule stay interviews across the team, especially for critical roles and employees in their first one to three years.
Set aside about 30 minutes and give the employee most of that time to talk. Ask for examples when you need more detail. Before the conversation ends, agree on what can change now, what needs leadership support, and when you will reconnect. Then follow through on those commitments.
Research and sources
Research checked 6 October 2026
- Gallup: 42% of Employee Turnover Is Preventable but Often Ignored. Published 9 July 2024. Gallup surveyed 717 voluntary leavers from 8 to 20 November 2023. The study found that 42% believed their departure could have been prevented and approximately 45% had not discussed job satisfaction, performance, or their future with a manager or another leader during the preceding three months. Gallup’s 2019 research reported 52% and 51% on the corresponding questions. gallup.com/workplace/646538. .
- Work Institute: Retention Reports. Exit interview research examining why employees stay or leave and reporting higher estimates of preventable turnover. workinstitute.com. .
- SHRM: Employee Replacement Costs. Discusses the commonly cited estimate that replacing an employee costs six to nine months of salary. shrm.org. .
Common questions
What is a stay interview?
A stay interview is a planned conversation between a manager and an employee about what makes their work rewarding and what could improve. The conversation helps managers understand what matters to the employee and identify changes worth making. Stay interviews are sometimes called retention interviews.
How much turnover is preventable?
Gallup’s 2024 study found that 42% of voluntary leavers believed their departure could have been prevented. Work Institute research has reported a higher estimate of roughly three in four. The studies use different methods. Both reinforce the value of talking with employees while there is still time to act.
What questions should a stay interview ask?
Ask open questions that invite specific answers. Ask what employees enjoy about their work, what they would change, and what might lead them to consider another opportunity. Ask what would make them want to stay longer. Look for changes the manager and employee can make together. Schedule conversations across the team, including employees in critical roles and those in their first one to three years.
How should managers follow up after a stay interview?
End the conversation with specific actions, any requests for leadership support, and a date to review progress. Confidential pulse surveys can provide another way for employees to share feedback. Keep your commitments and tell employees what has changed.
Tools for the next step
Identify retention priorities, prepare for stay interviews, and track follow-up actions.
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