Stay Interviews Part One
Talking together makes for better communication.
How Stay Interviews Help Nonprofits Retain Passionate, Mission-Driven Employees
Stay interviews help nonprofits strengthen engagement and prevent turnover by uncovering what keeps employees motivated and addressing issues before they leave. Learn how to conduct effective stay interviews and build a more connected, loyal team.
Why Every Nonprofit Should Be Doing Stay Interviews
A few years ago, a nonprofit director I worked with shared a story that still resonates with me. One of their most dedicated program coordinators — someone who had been with the organization for nearly a decade — turned in her resignation. She loved the mission, adored her team, and deeply believed in the work.
When asked why she was leaving, she said, “I just couldn’t see a path for growth here. No one ever asked what I needed to stay.”
That experience was a wake-up call. In nonprofits, where people are driven by passion andpurpose, it’s easy to assume commitment will last forever. But even the most mission-minded employees need to feel heard, supported, and valued.
That’s where stay interviews come in.
A stay interview is a proactive conversation between a manager and an employee designed to uncover what keeps that person engaged — and what might cause them to leave. Unlike an exit interview, which happens when it’s too late, a stay interview gives leaders the chance to act before valuable people walk away.
The Purpose of a Stay Interview
At its heart, a stay interview is about listening before losing. It’s an intentional way to strengthen relationships, deepen engagement, and ensure your team feels connected not just to the mission, but to the organization itself.
Here’s what makes these conversations so impactful in the nonprofit world:
1. Identify What Motivates Your Team
In nonprofits, motivation often runs deeper than a paycheck. People stay because they believe in the cause, feel part of something bigger, or see their impact firsthand. Stay interviews help leaders understand what truly drives each employee — so they can reinforce those motivators in meaningful ways.
2. Uncover Hidden Pain Points
Nonprofits often face unique challenges: limited resources, heavy workloads, and emotional burnout. Stay interviews provide a safe, supportive space for employees to share frustrations or unmet needs before they become reasons to leave.
3. Build Trust and Engagement
When leaders take time to listen, employees feel valued as people, not just staff. That simple act of care strengthens morale and reinforces a culture of openness and respect — two ingredients every mission-driven organization needs to thrive.
4. Prevent Turnover Before It Happens
Replacing a passionate, knowledgeable nonprofit employee can be costly — not just financially, but in terms of lost relationships and institutional knowledge. Stay interviews help you identify and address potential issues early, keeping your strongest people connected to the cause.
5. Offer the Right Support
Sometimes the solution isn’t more money — it’s more mentoring, clearer communication, or an opportunity to grow. Stay interviews help leaders discover what employees need to feel supported and successful in their roles.
How to Conduct an Effective Stay Interview
You don’t need a complex process or HR department to make these conversations meaningful. What matters most is authenticity and follow-through. Here’s a simple approach:
1. Prepare and Set Expectations
Let employees know this isn’t a performance review. It’s an open, judgment-free
Conversation to learn what’s working well and what could be better.
2. Choose the Right Setting
Find a quiet, comfortable space — or even go for a walk together. The goal is to help employees feel at ease sharing honestly.
3. Start with Positivity
Ask warm, open questions like, “What do you enjoy most about your work here?” or “What part of your role gives you the most satisfaction?”
4. Ask Thoughtful, Focused Questions
Dive deeper into specific areas like workload, team dynamics, and growth opportunities. Listen closely and take notes with care.
5. Talk About Culture and Leadership
Ask how employees view the organization’s culture, communication style, and leadership. These insights often reveal the heart of engagement challenges.
6. Address Concerns When You Can
If there’s something small you can improve right away — do it. Taking immediate action shows employees their feedback matters.
7. End on a Positive Note
Thank them sincerely for their honesty, summarize what you’ve learned, and share the next steps. Let them know you’re committed to making changes where possible.
Why It Matters for Nonprofits
For nonprofits, staff aren’t just employees — they’re the lifeblood of the mission. They bring passion, creativity, and heart to work that can be deeply rewarding, but also deeply demanding.
Stay interviews remind your team that their voice matters just as much as the people you serve.
They help you build a culture where employees feel appreciated, understood, and empowered to grow — right where they are.
The nonprofit director I mentioned earlier now holds stay interviews twice a year. She told me, “We’ve caught so many issues early. But more importantly, our staff feel seen. They know we care enough to ask.”
That’s the power of a stay interview. It’s not just a retention tool — it’s a relationship-building conversation that strengthens your team and, ultimately, your mission.
So don’t wait for the exit interview to find out what went wrong. Start the conversation now!
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