Template · Free download
Stay Interview Template
A stay interview template with a structured question bank to understand what keeps your best people — before they ever consider leaving.
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What you get
- A complete stay interview question bank by theme
- An interviewer guide for a productive, candid conversation
- A follow-up and action template to capture commitments
- Guidance on who to interview and how often
Template preview
A preview of the structure. Download the PDF or CSV for the complete, ready-to-use version.
Before the conversation
Stay interviews are best run by the manager, separate from performance reviews, with genuine intent to act.
Setup
- Employee name
- Role / tenure
- Interviewer
- Date
What keeps you here
- What do you look forward to most when you come to work?
- What keeps you working here?
- When did you last think about leaving, and what prompted it?
- What would make you consider an offer elsewhere?
Role & growth
- What parts of your job do you find most and least enjoyable?
- Are you using your strengths in your current role?
- What new skills would you like to develop?
- Where do you want your career to go, and are we helping you get there?
Support & recognition
- Do you feel recognised for your contributions?
- What can I do more of, or less of, as your manager?
- Do you have the resources and support you need?
- Is there anything getting in the way of you doing your best work?
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How to use this template
- 1
Pick the right people
Run stay interviews with your high performers and key roles proactively, not just when someone seems unhappy.
- 2
Make it a conversation
Use the questions as a guide, listen more than you talk, and create safety so people are honest.
- 3
Capture and commit
Note what you heard and agree on one or two specific actions you'll follow through on.
- 4
Close the loop
Follow up on commitments — a stay interview that leads to nothing does more harm than none.
Frequently asked questions
What is a stay interview?
A proactive conversation with a current employee — usually a high performer — to understand what keeps them, what might drive them away, and what you can do to retain them before they consider leaving.
How is it different from an exit interview?
An exit interview happens after someone has decided to leave, so the insight comes too late to keep them. A stay interview happens while there's still time to act and retain the person.
Who should run stay interviews and how often?
The direct manager, ideally, since trust drives candor. Run them once or twice a year with high performers and key roles, kept separate from performance reviews.