EOD Spotlight: "Stay Interview" Questions Maximize One-on-Ones

Posted By: HR avatar

Published to Newsletter on Jan 29, 2020

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Ideally, supervisors and employees should have one-on-one meetings on a regular basis. A “regular basis” can have many interpretations though. EOD recommends, at the very least, meeting once a quarter. It is during this time that you can measure engagement levels and discuss any issues that may need attention.


Engaged employees are more productive and are more likely to remain in their jobs. When you meet with your direct reports on a regular basis it maintains an open line of communication. These conversations allow both manager and employee to address concerns, allow managers to tap into future leaders, and provides employees the opportunity to have a voice.
According to Gallup, 75% of employees will leave a job because of their relationship with their supervisor.

Stay Interview

As supervisors, when we know what drives our employees to come to work every day, we can be proactive and keep our employees from leaving. “Stay Interview” questions are meant to encourage retention of employees by addressing the three main areas of job satisfaction.

  • Meaningful work
  • Supportive work environment
  • Personal development and recognition

These conversations can increase engagement and allow you to be proactive if there are concerns, potentially improving retention. Being blindsided by a two-week notice from an employee when their issues could have been addressed in one of these conversations can impact other staff members, reduce productivity, and is costly both in time and resources for hiring a replacement.

Alternatively, an employee who feels they are being heard and have a safe space to communicate their concerns will find more value in their role within the organization.

Try using these “stay interview” questions during your planning discussion, or view our full list of Stay Interview Questions.

  • What have you felt good about accomplishing in your job and in your time here?
  • What ideas do you have about the way things are done around here? What could we implement to make our work more efficient and effective
  • How do you like to receive credit for a job well-done? Have there been any successes that I haven’t given you credit for where credit is due?
  • Where have you personally struggled over the last few months? How can I help you gain the skills and competencies to overcome that struggle in the future?

Need help with topics like this one? EOD has resources to support you and your department, ranging from open enrollment courses, department facilitations, one-on-one consulting and retreat activities as well as interactive, web-based training courses. EOD Website for our services and course offerings.

Tags: EOD