Don’t Wait Until They’re Already Out the Door: Why Stay Interviews Matter More Than Ever

Free Stay Interview Template Download

There’s a moment in every resignation where a company realizes they missed the signs.

The disengagement. The lack of recognition. The quiet frustrations that were never voiced - or worse, never asked about.

By the time you're conducting an exit interview, the decision’s been made. You’re not solving a problem - you’re documenting it. And in today’s climate? That’s a costly approach.

The Canadian Retention Landscape

Employee turnover remains a significant challenge in Canada. Recent data indicates that:

• 19.3% of Canadian businesses anticipated challenges in retaining skilled employees over the next three months, as of Q4 2024. This concern was particularly pronounced in sectors like retail trade (27.8%) and arts, entertainment, and recreation (25.1%). Source.

  
  

• 6.1% of permanent employees reported intentions to leave their job within the next 12 months, according to January 2025 data. This figure was higher among sales and service occupations (9.0%) and recent immigrants (9.3%). Source.

  
  

These figures highlight the pressing need for organizations to adopt proactive retention strategies.

Exit Interviews: A Post-Mortem Approach

While exit interviews can provide insights into why employees leave, they are inherently reactive. By the time feedback is gathered, the employee has already disengaged and the organization has lost valuable talent. This approach is akin to diagnosing an illness after the patient has left the hospital.

The Proactive Alternative: Stay Interviews

Stay interviews are structured conversations with current employees aimed at understanding their experiences, motivations and potential concerns. Unlike exit interviews, stay interviews focus on retention and engagement.

Key questions to consider during a stay interview:

• What aspects of your job do you enjoy the most?

• Are there any challenges or concerns you'd like to discuss?

• What factors might influence your decision to stay or leave?

• How can we support your professional growth and satisfaction?

By addressing issues proactively, organizations can foster a culture of open communication and trust.

Implementing Effective Stay Interviews

To maximize the benefits of stay interviews, it’s important to get both the timing and the approach right.

When should they happen?

Best practice suggests:

Timing	Purpose
3 to 6 months after hire	Check in on early experiences, alignment with expectations, and onboarding.
Annually	Support long-term engagement and surface retention risks outside of reviews.
During organizational changes	Maintain transparency and connection during transitions like restructures or leadership shifts.
With high-potential or at-risk employees	Address early signs of disengagement and support critical team members.

How should they be done?

• Train managers to conduct interviews with empathy and active listening.

  
  

• Schedule regular check-ins, ensuring employees feel heard and valued.

  
  

• Act on feedback, demonstrating a commitment to continuous improvement.

  
  

• Integrate findings into broader HR strategies, aligning organizational goals with employee needs.

Final Thoughts

In a labour market where turnover can quietly erode your team’s momentum and morale, proactive strategies like stay interviews aren’t optional - they’re essential. By opening honest conversations with your employees while they’re still engaged, you gain the chance to address issues early, build trust and strengthen retention from within.

If you're ready to get started:

• Click here to download our free Stay Interview Template to guide your conversations and uncover what really matters to your team.

• Need a more tailored approach to retention? We support organizations of all sizes in building stronger employee engagement strategies. Contact us today to learn how we can help.

Start the conversation today. Your employees, and your bottom line, will thank you.