Voices That Matter: Using Stay Interviews to Keep Great Educators
Recruiting and retaining exceptional educators is a growing challenge across Ohio and beyond. In a time when schools are under pressure to maintain a stable and motivated workforce, truly listening to staff voices has never been more important. That’s where stay interviews come in.
Stay interviews are a proactive, forward-thinking approach that helps leaders understand why employees stay and what might prompt them to leave—shifting the focus from reactive problem-solving to meaningful engagement. Unlike anonymous surveys that offer aggregate insights, stay interviews provide direct, one-on-one conversations centered on each educator’s motivations, challenges, and aspirations.
“This personalized approach builds trust, encourages open communication, and allows leaders to address individual concerns with tailored action steps, creating a more supportive and responsive work environment,” said Experience Management Institute Vice President of Experience Stephen Fujii.
One key to getting the most out of stay interviews is understanding how to organize and act on the feedback received. That’s where the Total Rewards Framework comes into play. Adapted from Aon-Hewitt’s widely used model, this helps categorize educator feedback into four areas:
Development: Learning, recognition, and career advancement
Compensation: Pay, bonuses, and financial incentives
Benefits: Health supports, leave policies, legal/financial services
Environment: Culture, physical space, scheduling, and belonging
Adapted from Aon-Hewitt’s Total Rewards Framework
By using this structure, districts can systematically analyze what their educators need and value most. For example, some educators point to appreciation and development: “I really appreciate how my manager always takes the time to acknowledge my contributions and provide constructive feedback. It makes me feel like my work is valued.”
These are more than just comments—they're clues to what matters most. In one case shared during the Ohio Human Capital Resource Center’s recent session, Staff Voices Are the Heart of It All: Use Stay Interviews to Listen for Recruitment and Retention, a district discovered that teachers craved more flexible scheduling and more transparent career pathways. In response, leadership expanded professional development offerings and created clearer advancement tracks. The result? A measurable uptick in retention and morale.
Implementing stay interviews isn’t complicated, but success depends on thoughtful planning. Teams should consider:
Why they’re conducting them (to boost engagement and retention)
Who will lead them (typically supervisors or HR staff)
What they want to learn (motivators, goals, concerns)
When to schedule them (proactively, not reactively)
Where to hold them (comfortable, private settings)
How to ensure follow-through
Sample questions, such as “What keeps you excited about coming to work?” or “What might tempt you to leave?” can unlock powerful insights. Consider one educator who shared: “I feel like my skills and experience are well-utilized in this role. I'm given opportunities to take on new challenges and grow professionally.” That kind of feedback offers a clear signal—when staff feel seen, supported, and challenged, they stay.
But not all feedback is positive—and that’s just as important. One teacher said, “My manager lets me figure things out on my own, but sometimes I want some guardrails.” This kind of input helps leaders balance autonomy with structure and support.
“Ultimately, staff voices are at the heart of successful schools,” said Experience Management Institute Vice President of Engagement Kim Ratcliff. “When educators feel heard, valued, and supported, they’re more likely to stay—and to thrive.”
Stay interviews aren’t just a tool; they’re a commitment to listening and acting. As more Ohio districts adopt this approach, they’re not just reducing turnover—they’re creating school communities where educators feel empowered to make a lasting difference.
Learn More
This blog was inspired by a recent training series, The Heart of It All: Recruiting & Retaining Educators for Ohio Students, and a session focused on Staff Voices Are the Heart of It All: Use Stay Interviews to Listen for Recruitment and Retention. Explore the free resources from this session and learn more by visiting the HCRC Stay Interviews and Surveys web page.
