
Understanding Stay Interviews
Understanding Stay Interviews: Retaining Talent in the Era of the Great Reshuffle
Employee retention has become a top priority for organizations, especially following the “Great Reshuffle” of 2023-24. As businesses strive to keep their best talent, many are turning to stay interviews as a proactive approach to understand employee needs, enhance job satisfaction, and foster a culture of retention. Here’s a look at what stay interviews are, the context of the Great Reshuffle, five retention strategies, and common triggers that cause employees to seek opportunities elsewhere.
What are Stay Interviews?
Stay interviews are structured, one-on-one conversations between managers and their direct reports that focus on why employees choose to stay with the company, what they value in their role, and what might motivate them to leave. Unlike exit interviews, which happen after an employee has decided to depart, stay interviews provide insight into employee needs and concerns before they escalate to resignation. These conversations can lead to meaningful changes in the work environment that increase engagement, improve job satisfaction, and reduce turnover.
The Great Reshuffle of 2023-24
The Great Reshuffle describes the recent large-scale movement of employees between jobs, often due to evolving priorities post-pandemic, burnout, and the desire for better work-life balance. In 2023 and 2024, a high volume of employees left stable jobs in search of better compensation, remote work opportunities, and roles that align more closely with their values and long-term goals.
This shift reflects changing worker attitudes toward traditional workplace structures and expectations. As a result, companies face a challenging job market where skilled workers are in demand and have many options. Retention has become a primary concern for employers, and tools like stay interviews are gaining traction as part of a broader employee retention strategy.

5 Employee Retention Strategies
To address the factors driving the Great Reshuffle, organizations must prioritize retention by cultivating a supportive and flexible work environment. Here are five effective employee retention strategies:
- Regular Stay Interviews: A stay interview allow managers to understand employees’ unique motivations and address concerns before they become reasons to leave. Conducting these interviews periodically, perhaps once or twice a year, can reveal trends and insights that guide meaningful improvements in the workplace.
- Career Development Opportunities: One of the primary reasons employees leave is due to stagnant career growth. Offering structured career paths, mentorship programs, and training opportunities can increase engagement and create a sense of loyalty among team members who see the potential for future growth.
- Flexible Work Options: Many employees have grown accustomed to remote work, flexible schedules, and hybrid models. Organizations that provide flexibility in where and how work is done are often more successful at retaining talent, as flexibility is now a top priority for many professionals.
- Employee Recognition Programs: Recognition and appreciation contribute to job satisfaction. Implementing formal recognition programs, performance-based incentives, or even regular shout-outs during team meetings can boost morale and motivate employees to stay committed to the organization.
- Competitive Compensation and Benefits: Competitive pay and comprehensive benefits are foundational to retention. Organizations that stay ahead in offering competitive salaries, health benefits, and wellness programs are more likely to attract and retain skilled employees, especially in a job market where candidates have a wealth of options.
5 Triggers That Cause Employees to Leave
Understanding why employees leave can help employers take action to improve their workplace and prevent further turnover. Here are five common triggers that often lead to resignation:
- Lack of Growth Opportunities: When employees don’t see a clear path for advancement or feel their skills aren’t being developed, they may seek opportunities elsewhere. Talented individuals want to progress, so a lack of growth can be a significant driver of turnover.
- Poor Work-Life Balance: Overworking, lack of schedule flexibility, or excessive demands can create burnout, leading employees to pursue jobs that offer better work-life integration. With many employees now prioritizing work-life balance, companies must adapt to retain talent.
- Insufficient Recognition and Appreciation: Employees who feel their efforts are undervalued may become disengaged, leading them to seek an environment where their work is acknowledged. Regular recognition is essential to maintaining morale and loyalty.
- Toxic Work Culture: A work environment that lacks trust, support, or inclusivity often leads to low morale. High levels of workplace stress, lack of communication, or poor leadership can drive employees to find a healthier, more positive work environment.
- Inadequate Compensation and Benefits: Employees who feel they are not adequately compensated for their skills or contributions will often explore other opportunities. In competitive job markets, competitive pay and benefits packages are essential to retention.

Implementing Stay Interviews: Key Tips
To make a stay interview effective, keep them conversational and non-judgmental. Managers should come prepared with open-ended questions, such as:
- What do you enjoy most about your work here?
- Are there any frustrations you have with your current role?
- What could we do to support your career goals?
- What might tempt you to consider leaving?
By creating a safe space for employees to share their thoughts honestly, managers can gain valuable insights into employee needs and take proactive steps to improve the work environment.
Here are five excellent resources on employee retention:
- Society for Human Resource Management (SHRM) – shrm.org
- SHRM provides comprehensive resources on employee retention, stay interviews, and HR best practices, including templates, articles, and toolkits for implementing retention strategies.
- Harvard Business Review (HBR) – hbr.org
- HBR publishes research-driven articles and insights on employee engagement, retention, and workplace trends. Their articles on stay interviews and organizational psychology are useful for understanding how to apply these strategies effectively.
- Gallup – gallup.com
- Known for its employee engagement and workplace research, Gallup offers resources on retention strategies, manager-employee communication, and engagement surveys that can support the design and impact of a stay interview.
- Human Capital Institute (HCI) – hci.org
- HCI offers webinars, whitepapers, and courses on stay interviews, employee retention, and talent management. Their materials are ideal for HR professionals seeking to deepen their understanding of employee engagement.
- LinkedIn Talent Solutions Blog – linkedin.com/business/talent/blog
- LinkedIn’s Talent Solutions Blog regularly covers trends in employee retention, talent management, and workplace culture. It’s a valuable resource for industry trends, research reports, and practical tips on keeping top talent engaged.
The Great Reshuffle has underscored the need for companies to rethink retention strategies. A stay interview can be an invaluable tool for understanding employee motivations and responding to concerns early on. When paired with other retention strategies—like career development, flexibility, recognition, and competitive compensation— a stay interview can help create a positive work environment that encourages loyalty and minimizes turnover. Proactively addressing employee needs will not only retain valuable talent but also contribute to a stronger, more resilient organization in today’s dynamic job market.
SourceCandidates – November 12, 2024