The Power of Stay Interviews in Philanthropy: A Guide for Leaders

In the world of philanthropy, where every individual’s contribution is crucial to the broader mission, retaining top talent is not just beneficial—it's imperative. Stay interviews are an innovative tool that can significantly enhance your talent retention strategy. 

Unlike traditional job interviews or exit interviews, stay interviews offer a proactive means to gauge and improve job satisfaction, ultimately fostering a more committed and motivated workforce.

A Silent Crisis in Philanthropy

The philanthropic sector is not immune to the challenges of employee turnover. Recent Gallup analysis unveiled a startling reality: nearly half of U.S. workers (48%) are actively job searching or watching for job opportunities. This statistic is not just a reflection of workforce trends, but a clear signal of underlying unrest among employees in various sectors, including philanthropy and nonprofit organizations.

What's more alarming is that 52% of employees who have voluntarily left their positions believe that their departure could have been prevented. This points to a significant gap in the way organizations and managers engage with their teams.

The departure of a key team member not only disrupts ongoing projects and institutional knowledge but also incurs substantial costs related to hiring and training replacements. For nonprofits and other fundraising organizations—where missions are profound and resources are often tight—losing experienced staff can significantly derail efforts to support the organization’s mission.

This unsettling trend highlights the urgency for senior managers, executive board members, and C-suite executives in philanthropy to adopt more proactive strategies in understanding and addressing employee needs and concerns. Stay interviews are an effective tool in this context, offering a direct line into the hearts and minds of your team members.

What Are Stay Interviews?

In my work as a Certified Fund Raising Executive, I’ve found that stay interviews are among the most valuable tools a team leader can use to improve retention. These structured conversations with current employees seek to understand the reasons for their loyalty to the organization and identify potential areas for improvement. 

These interviews provide an opportunity to address concerns, recognize achievements, and reinforce the value of each team member's role within the organization. In the long run, these interviews can help leaders create a workplace environment that not only attracts but retains exceptional talent.

The Benefits of Conducting Stay Interviews

Implementing Stay Interviews Effectively

To conduct an effective stay interview, I recommend following this process:

1. Schedule interviews thoughtfully: Plan these sessions in advance and communicate the purpose clearly to your employees. This preparation demonstrates respect for their time and contributions, encouraging open and honest dialogue.
2. Create a comfortable environment: Choose a neutral setting for the interviews to make employees feel at ease. A relaxed atmosphere encourages more candid feedback, providing deeper insights into their experiences and expectations.
3. Ask the right questions: Focus on open-ended questions that prompt detailed responses. Inquire about the aspects of the job they find most fulfilling, any challenges they face, and suggestions for improvement.
4. Express gratitude and follow-up: Acknowledge the time and honesty of the interviewees and follow up on the discussions. Demonstrating that you value their input and are committed to positive changes can significantly boost morale and engagement.
   

Key Questions for Effective Stay Interviews

Stay interviews require thoughtful preparation and execution. By asking the right questions and genuinely listening to the answers, you can build a more cohesive, motivated, and committed team that is ready to advance your mission. 

Here are some examples of questions that can provide valuable insights during these interviews:

1. What do you like most about your job? Which parts excite and inspire you?
2. What aspects of our work environment contribute to success in your role?
3. Is there any part of your job or our workplace culture that you wish you could change? 
4. What is your work-life balance like? What can we do to improve it?
5. How can we support your professional development? Are there any resources or opportunities you wish were available to you?
6. What challenges have you faced recently, and how can we better support you in overcoming them?
7. What factors would make you consider leaving our organization, and what can we do to address them?
8. Are we underutilizing any of your skills or talents in your current position?
9. How do you prefer to receive recognition for your work? How can we improve employee recognition within our organization?
   

The Ripple Effect of Stay Interviews

Well-conducted conversations can lead to a more positive culture, marked by increased trust and mutual respect. Identifying and addressing specific workplace challenges based on feedback can improve retention rates and enhance overall performance and job satisfaction. By actively listening to and valuing employee feedback, leaders in philanthropy can foster a supportive environment that resonates with their team’s values and aspirations. 

Stay interviews can be a game-changer for fundraising organizations in an increasingly competitive sector with fewer and fewer qualified candidates. By genuinely engaging with employees and addressing their needs, you can build a deeply committed team that is dedicated to moving your organization into the future.