Exit interviews vs. stay interviews – a better way to understand teacher needs

When schools ask teachers why they’re leaving, it’s already too late. Exit interviews provide useful hindsight, but by the time leaders hear the answers, the teacher is gone—and so is their talent, knowledge, and classroom stability.

The smarter approach? Stay interviews.

Stay interviews flip the script. Instead of waiting until the end, leaders talk with current teachers about what’s working, what’s not, and what would make them stay. Done well, they provide actionable insights that can improve morale, prevent attrition, and save schools money.

Why Exit Interviews Fall Short

Exit interviews are inherently reactive. They collect feedback from departing staff that may help future recruitment and systems improvement, but they don’t prevent the immediate loss. As New Leaders notes, exit interviews are “retrospective” —useful, but too late to impact the current staff member or their students.

Why Stay Interviews Work

1. They Boost Retention (Education Week, 2022)

In Arizona’s Maricopa County, stay interviews helped raise teacher retention rates to over 90%, compared to 20–30% attrition rates in nearby districts. Teachers who felt heard and supported were far more likely to remain in their schools.

2. They Build Engagement (Research Study, 2024)

A study published on ResearchGate found that stay interviews increased teacher engagement, with staff explicitly connecting the sense of being heard to their decision to stay. That engagement has a direct financial benefit—retaining one teacher saves districts $20,000–$30,000 in turnover costs.

3. They’re Proactive (New Leaders, 2024)

Stay interviews uncover issues before they become deal-breakers: workload, lack of recognition, limited growth opportunities. By addressing these concerns in real time, schools demonstrate responsiveness and strengthen trust.

How to Make Stay Interviews Work in Schools

• Schedule Regularly: Once or twice a year—not just when problems arise.

• Keep Them Conversational: These are not evaluations; they’re about listening.

• Ask the Right Questions: “What keeps you here?” “What might cause you to leave?” “What support would help you thrive?”

• Follow Through: Insights only matter if leaders act on them. Even small changes can signal that teacher voices matter.

Conclusion

Exit interviews may provide lessons for tomorrow. But stay interviews save teachers today.

By listening to teachers while they’re still part of the team, schools can reduce attrition, strengthen morale, and protect student learning. Retention isn’t about exit surveys—it’s about ongoing conversations.

To install your organizations new system of Stay Interviews, and other organization-building systems, get in contact with us today.