Questions to Ask in a Stay Interview in 2021

If you want to turn a stay interview into an abundant source of information, you must ask the correct questions
throughout the interview. In this post, we've compiled a list of 21 must-ask retention interview questions that
will help you retain your most exemplary employees.

1. What is it that you look forward to doing when you arrive to work each day?

The answers to this question may be quite varied. Working with their coworkers may be the most enjoyable
aspect of their job, while the tasks they are working on may be the most important.

Over time, though, and as you amass more data, you may be able to see specific patterns in this situation.

If, for example, you discover that your corporate culture is the most appealing to the majority of your workers,
you may use this information to your advantage in your employer's marketing efforts.

2. What is it about your job that you hate every day?

The same is true for this question; however, in this case, the situation is reversed. You should probably take
action as soon as you see a pattern in this data.

3. When was the last time you entertained the notion of quitting your current employer?

A great performer who considered leaving the firm yesterday may require more attention immediately than
someone who thought going to the company a year ago would require less focus right away.

4. What was the scenario that caused you to consider leaving?

This question will give you information that is particular to the employee. Some individuals may consider
quitting their jobs because they no longer feel their current positions to be challenging. Everyone else will do so
because they believe they are not earning enough money or do not believe they are valuable.

Building a more enjoyable work experience for your employees is possible if you understand what causes them
to consider quitting.

5. Would you suggest our firm to friends who are looking for work? Why (or why not)?

It is a critical question for your company's reputation as an employer. Employees are regarded as trustworthy
sources by job searchers since they have direct knowledge of what it is like to work for your organization.

If individuals regularly respond to the same questions – whether they are connected to a 'yes' or a 'no' – you will
understand what to (dis)continue with the survey.

6. What would cause you to consider leaving the company?

Even though this question seems identical to question number 4, there is a significant distinction between the
two.

A scenario that causes someone to consider quitting a company is often a result of anything inside the
organization, for example, the firm's culture, the job, an intense dissatisfaction with the route the business is
heading, and so on.

The temptation to quit frequently comes from outside the organization; for example, a job offer that is too good
to refuse, a partner who is offered a position in some other country, the possibility to establish your own
business, and so forth.

Continue to ask job-related interview questions.

7. What is the most enjoyable aspect of your job?

Various facets of a person's employment will naturally appeal to them in different ways. However, you will
notice that similar answers appear again and over again in this section as well.

You may utilize this information to 1) provide workers with more of what they like doing to increase their
happiness and engagement and 2) highlight the exciting aspects of the job to prospective applicants.

8. If you had the option, which element of your work would you eliminate immediately?

Identifying developing patterns will become easier as your data collection progresses. Using this method, you
may assist your existing staff cope with their jobs' less than ideal aspects.

9. Which of your abilities aren't being put to use in your present position?

If you ask this question, you will get insight into where a worker may desire to go next in their professional life.

10. What would you do to make your work even more enjoyable?

There will always be things we can do better, and we should strive to do so. This question might assist you in
determining where to begin, mainly if you observe a recurrence of similar responses.

11. Do you believe you're receiving clear objectives and goals from your supervisor?

It reveals something about how individuals are handled. If your staff frequently respond with a 'yes,' you may
give them praise for their efforts.

If this is not the case, it is necessary to address it since having clearly defined goals and objectives helps workers
understand their role in helping the organization achieve its objectives.

12. As your director, what should I do more of or less of to help you?

Managers have a significant effect on how employees perceive their jobs. As a result, the information gleaned
from this question may help improve the employee experience overall.

Employees must have complete faith in their supervisors, and managers must be modest enough to take any
criticism they may get to receive an honest response.

13. What are your thoughts on the learning and development opportunities that are accessible to you?

If you want individuals to remain with you for the long haul, you must provide them with career and
professional advancement possibilities. It is critical to ask this question to guarantee that you can offer them
what they need.

Continue to ask questions about the company's culture throughout your interview.

14. Do you feel that you are appreciated and acknowledged at your company?

If your firm is effective at making employees feel appreciated and rewarding them for their efforts, this will
have a beneficial influence on employee engagement and productivity.

Or their part, a lack of appreciation may lead to a person deciding to relocate elsewhere, which is just another
reason to include this issue in your selection of interview questions.

How would you wish to be acknowledged for the job you accomplish in the future?

Employee appreciation programs may continually be improved upon, even if they are already excellent.

16. What do you think we should be doing as a firm that we aren't already doing?
Responses to these questions will be beneficial in making your organization an even better working
environment, both for your existing and prospective workers, if provided consistently.

Keep questions concerning the workplace climate to a minimum.

17. What aspects of our offices do you believe we should prioritize modifying or improving?

It's becoming more and more common for people to see the workplace in a new light as we emerge from the
epidemic.

Please inquire with your staff about their thoughts on this.

18. Do you have a favorable opinion of our existing work-from-home policy? If not, what do you believe we
should do differently?

In a similar vein, find out what people think of your work-from-home policy after a pandemic.

Continue to ask technology-related interview questions.

Do you have the resources needed to carry out your responsibilities to the best of your ability? If not, what
exactly is lacking?

Whether or not individuals believe they are entirely prepared to execute their jobs directly influences their
whole experience – as well as on how well they do in their careers.

As a result, the responses you get to this inquiry help maximize the technologies that your staff utilizes.

20, How pleased would you be with the technologies you use to interact with your coworkers when working
from a distance? In addition to video conferences and chat systems, shared documents and other resources are
available.

Particularly because remote work has become part of the "new normal," the tools your workers use to
communicate with one another (also with your customers) must be reliable.

21. What program or tool should we immediately discontinue using?

We always have that one technique or tool that we'd prefer not to use at all if we had the choice (often admin-
related). If this is something that staff use once to twice a year, you may be able to respond, "Well, no one is
perfect," in response to the situation.

If, on the other hand, this is a system that your employees must use on a (near) daily basis, this will almost
certainly negatively influence their employee engagement, and you should carefully investigate other solutions.

Why should you do stay interviews in the first place?

We've previously touched on a few advantages of doing stay interviews regularly in a quick discussion. Here are
some other reasons why it is advantageous to organize such meetings:

Increasing employee satisfaction and retention

When conducted properly, a stay interview may provide you with invaluable information about what individuals
like about continuing to work for your business – as well as what should be changed.

Let's imagine, for example, that seven out of ten respondents believe they do not get enough credit for their
efforts in the workplace. Implementing a worker and peer recognition program will increase employee
engagement and improve your staff retention rate. This may resolve the problem.
These are the kinds of things that may make all the difference, especially when up to 40% of the worldwide
workforce is contemplating quitting their current job this year.

Obtaining helpful employee input is essential.

A well-known saying states that "without facts, you're simply another individual with an opinion." And with
good reason, because it remains valid for a wide range of situations, including your workplace experience.

You may believe that you understand why people like working for your firm; it might be because of their
amazing coworkers, challenging projects, a positive corporate culture, or perhaps all of the above.

However, your workers want to remain because of their freedom, the autonomy they have in making choices,
and the opportunity for professional growth that the firm provides them with.

The truth of the situation is that you don't know unless you question them about it. For this reason, it's wise to
do a stay interview before focusing entirely on something you believe others would like.

Increasing employee happiness and engagement is a priority.

Stay interviews may be an effective method for increasing engagement. They make it possible to detect pain
spots and opportunities for development before they become causes for individuals to look for better pastures
elsewhere in the organization.

It is necessary, however, to meet two requirements for the "stay interview engagement approach" to be
effective:

A reliable connection must exist between the management and the teammate before the latter can openly discuss
what isn't working for them.

• You'll need to take action on the feedback you receive during the stay interview and make changes due to it.
People will get disconnected rather than engaged if this is not the case.