I summarized an interview candidate this week saying, “He knows how to stay.”

He’s been at the same employer over 16 years and worn a couple of hats. He’s looking to leave for a couple of reasons, none of which have anything to do with his employer. Good personal reasons.

This interaction reminded me of one of Travis Bradberry’s tips for retaining employees. See this post and the image below.

I love tip #3. A board member recently made a similar suggestion regarding conducting annual reviews, but he didn’t have a name for it. Stay interviews captures it.

Some might say this appears too vulnerable, for either party. That mindset is most likely what Bradberry is saying may cost a company a top employee.

I’ve known the answer to why I’ve stayed in positions that others scratched their heads while asking, “Why do you stay?” Those “others” didn’t include my boss, of course. But my boss also didn’t take the time to be vulnerable. And guess what? I eventually left.

Your top people, for that matter all your people, desire to be seen and heard. Most likely, they would rather not leave. They would rather have the tough conversation. Chances are it won’t be near as tough as perceived and definitely not as regretful as having to find their replacement.

We’re almost six months into 2026. Time to schedule some stay interviews.