Most leaders don’t lose great employees overnight. It happens gradually. Everything might look fine on the surface, but many people feel disconnected before they resign. That’s why it’s so important to stay in tune with your team members. This means going beyond pulse surveys or perks. It takes real conversations.
Allison Dunn, the CEO of Deliberate Directions, says that’s where stay interviews come in. They help you learn what employees aren’t saying out loud and they give you a chance to address issues before they turn into resignations. Instead of asking “how’s it going?” Dunn recommends asking some specific questions to build trust and spark reflection. We share her thoughts in this issue of PromoPro Daily.
“What part of your job do you look forward to?” You should ask this question, according to Dunn, because it surfaces what energizes them. If nothing stands out, that’s a red flag you shouldn’t ignore. It often signals disengagement that hasn’t been addressed yet. This means you have an opportunity to step in and course-correct while there’s still time.
“What part of your workweek do you dread the most?” This question hints at subtle frustration. Dunn says it may be a meeting, a manager dynamic or unclear expectations — all things that are fixable with minor adjustments.
“Do you feel recognized here? If not, what kind of recognition would feel meaningful to you?” Dunn says it’s shocking how many employees cite lack of recognition as a reason for leaving — even in high-paying roles.
“What skills do you want to grow? Do you see a path for that here?” This question helps you identify whether the person sees a future at your company. Dunn says if their desired growth areas aren’t supported, they’ll look elsewhere.
“What would make your workday easier or more enjoyable?” Sometimes, a fix is simple. This might look like sending fewer Slack messages during deep work hours or setting clearer priorities. Dunn recommends listening without interrupting. Let silences sit.
Don’t overlook stay interviews. They can help you spot issues early and learn what energizes people, what drains them. They also help you see where small changes can make a big difference. Asking the questions above can get you the insight you need to strengthen engagement and respond thoughtfully — before problems turn into resignations.
Compiled by Audrey Sellers
Source: Allison Dunn is a certified leadership coach and master trainer. She’s the CEO of Deliberate Directions.
