The latest Ponderings from Paducah is from Human Resources Director Stefanie Wilcox who explains the benefits of conducting stay interviews with employees.
Ponderings from Paducah - Why “Stay Interviews” Might Be the Most Important Conversation You’re Not Having
In Human Resources, we often spend a great deal of time analyzing why employees leave. Exit interviews, turnover reports, replacement costs — all important. But what if we shifted our focus to why people stay?
Enter the “stay interview.”
Unlike an exit interview, which happens when it’s too late, a stay interview is a proactive conversation with current employees about what keeps them engaged — and what might tempt them to leave. It’s one of the simplest, most powerful retention tools available, yet many organizations overlook it.
In communities like Paducah, where professional networks are close and reputations travel quickly, retention matters. Replacing a valued employee isn’t just costly in dollars; it impacts morale, service delivery, and institutional knowledge. A stay interview can uncover concerns long before they turn into resignation letters.
The questions are straightforward:
What makes your work meaningful here?
What would make your job better?
Do you feel recognized?
What might cause you to consider leaving?
Here at the City of Paducah, we intentionally conduct stay interviews because we value and appreciate our employees. Public service is personal. The work our teams do every day — from maintaining infrastructure to serving citizens — directly shapes our community. Taking the time to listen is one way we demonstrate that our employees matter, not just as workers, but as people.
In today’s labor market, compensation still matters — but flexibility, purpose, growth opportunities, and feeling heard often matter just as much. A 30-minute intentional conversation can surface small issues before they become big problems.
Human Resources isn’t just about policies and paperwork, it’s about relationships. Retention doesn’t start when someone updates their résumé — it starts with listening. And sometimes, the most impactful strategy is simply asking, “What makes you want to stay?”
(Written by Human Resources Director Stefanie Wilcox)
