Stay Interview Survey
Once an employee resigns, it's too late to fix what would have kept them. Collect input now on what keeps them, frustrates them, and might make them leave.
Most companies only learn why someone left in the exit interview, long after the decision is final. A stay interview does the reverse: it asks why people stay while you can still act. Typeform's stay interview survey template gives managers a clear way to keep good people before they start job hunting.
The survey asks what really keeps someone in their role: the work, growth, pay, management, and what tempts them elsewhere. Typeform asks employees one question at a time, so they reflect honestly instead of skimming a long form. Conditional logic adapts the survey based on each employee's answers. Someone eyeing the door shares what would change their mind, while someone content names what to protect.
Customize the questions to fit your team, your roles, and the risks you most want to identify. Run stay interview surveys in a one-on-one, send it by email, or fold it into a regular check-in. Every response flows into Google Sheets or Airtable via Zapier, so retention risks surface early. You address the issues driving someone toward the door while you still have them on your team.
A stay interview survey asks current employees why they stay and what might make them leave. It captures what they value, what frustrates them, and what would keep them for the long term. Managers that run stay interview surveys consistently catch retention risks early and keep their best people from leaving.
Exit interviews tell you why good talent leaves, but only after you've already lost them. You spend months and real money replacing departed employees, and you can't rehire the knowledge they built. And oftentimes, exit interviews reveal the simple fixes that would have convinced them to stay—if anyone had only asked in time. A stay interview survey asks while you can still act and make changes, so you keep your best employees on your team.
Cover what keeps people on your team:
- What they enjoy most about their role
- Whether they feel fairly paid and recognized
- How they feel about growth and their manager
- What frustrates them enough to consider leaving
- What would make them stay for years
Frame it as a conversation about keeping them, not a performance review or a test. Ask open-ended questions about what they'd change, and make clear that their honesty leads to improved organization or team action, not consequences. Employees open up when they trust that speaking up will actually improve their day-to-day.
Run them regularly with all employees, not just when you sense someone might leave. A steady cadence, like twice a year, catches quiet frustration before it hardens into a decision. Checking in with your strongest people, especially, protects the talent you can least afford to lose.
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