In the aged care sector, where compassionate, qualified staff are the foundation of quality care, retaining great people has never been more important - or more challenging. With increasing demand for services and workforce shortages across the country, aged care facilities need to move beyond exit interviews and focus on retention strategies that are proactive, not reactive.
Stay interviews are one of the most powerful (and underutilised) tools to understand what’s working, what’s not, and what might cause a valued team member to walk out the door. Unlike performance reviews or employee surveys, stay interviews are personal, forward-looking conversations focused entirely on the employee’s experience, satisfaction, and future at your facility.
why conduct stay interviews in aged care?
As a recruitment partner to aged care facilities across Australia, we see the impact of high turnover firsthand-on care continuity, team morale, and bottom lines. Stay interviews offer a low-cost, high-impact way to:
- Identify and address potential turnover risks early
- Strengthen relationships between employees and managers
- Uncover systemic issues or quick wins that can improve the workplace
- Align roles and responsibilities with staff members’ strengths and goals
- Improve engagement, loyalty, and overall job satisfaction
When used consistently, stay interviews help build a culture where staff feel heard, supported, and empowered to stay.
how to conduct a stay interview.
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1. pick the right timing and setting
Choose a quiet, private place where the employee feels comfortable. Schedule around 30–45 minutes. This isn’t a performance review or disciplinary meeting - it’s a conversation focused on them.
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2. create a safe, supportive environment
Make it clear this is not about judgment. Let the employee know the goal is to understand their experience and explore how to make your facility a better place to work.
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3. be present and listen actively
This is about understanding, not defending or problem-solving on the spot. Use open body language, avoid interrupting, and take notes.
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4. follow a structured approach
Prepare core questions in advance, but let the conversation flow naturally. Be curious, not clinical.
core stay interview questions to ask.
Below are some of the most effective questions you can use in your stay interviews. These are designed to surface motivation, engagement levels, risk factors, and potential solutions.
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understanding fulfillment & strengths
- What makes a great day at work for you?
- What do you enjoy most about your work?
- What do you do best?
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exploring frustrations & challenges
- Is there anything you’d like to change about your job?
- What keeps you from doing the best possible job you could do?
- What frustrates you?
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uncovering motivation & goals
- What motivates you?
- What are your short-term goals? Long-term goals?
- Do you feel supported in your career goals?
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recognition & retention signals
- Do you feel appreciated or recognised? When?
- What kind of recognition matters most to you?
- What keeps you here?
- What would entice you to leave?
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feedback & action
- What can we do to make this a better place to work?
- What do you need from me?
- Am I meeting your expectations as your manager?
what to do with the feedback.
Stay interviews only work if the feedback leads to action. Here's how to turn insights into outcomes:
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1. identify patterns and risks
Track themes across interviews. Are people asking for more support? Better rosters? Career development? These patterns help you prioritise facility-wide changes.
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2. respond promptly
Not every request can be granted, but always follow up. Even a “we’re working on it” builds trust.
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3. personalise development
Use interview insights to tailor development plans. Support team members’ growth within your facility to reduce the risk of losing them to external opportunities.
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4. flag high-risk employees
If someone seems disengaged or on the fence, they may already be considering leaving. Take early steps to re-engage or where possible, adjust their role/responsibilities before it’s too late.
who should conduct stay interviews?
Ideally, the employee’s direct supervisor should conduct the interview-but only if the relationship is positive. Otherwise, an HR manager or trusted third party may be better suited. In all cases, confidentiality and psychological safety are key.
tips for success.
- Don’t treat this as a one-time initiative - make it a regular part of your retention strategy.
- Use stay interviews alongside other retention tools like career pathways, recognition programs, and training and development programs.
- Avoid being defensive if you receive negative feedback - this is a listening exercise.
support from your recruitment partner.
At Randstad Aged Care, we help facilities not only fill shifts but build sustainable teams. We can support you with:
- Training guides for conducting effective stay interviews
- Workforce data insights to identify risk areas
- Recruitment solutions aligned with your internal retention strategies
- Flexible compliant talent pools to fill gaps when permanent staff move on or when you need a shift filled at the last minute
Contact Randstad Aged Care today to discuss how we can help you build a professional, engaged team.
Call 1300 289 817 or
request more info
