Stay Interviews Being Introduced to Ask Staff “Why Do You Continue to Work at Heartland AEA?”

Over the past few years, our agency has taken the opportunity to conduct exit interviews with staff who are leaving employment with us. These interviews have been beneficial in knowing why staff choose to leave Heartland AEA and what opportunities are available for organizational improvement. We recognize, however, the importance of also having information that could help existing staff work toward their goals, too.

In light of this recognition, our agency will begin “stay interviews” this year. A stay interview asks current staff members to elaborate on an important question: “Why do you continue to work at Heartland AEA?” The results of a stay interview can give insight into what the Agency and leaders can do to improve and how we can retain our valued staff. The stay interview is also an opportunity to build trust between staff and supervisors and a chance to assess the degree of our staff’s satisfaction and engagement.

For this first year, anyone who is on cycle for a summative evaluation will also participate in a stay interview. The stay interview will not be attached to the evaluation and will not be submitted to Human Resources. The questions for the stay interview can be found here. If you are on cycle to do a stay interview this year, please review the questions ahead of time, as some of them may best be answered after some advanced thinking.

Frequently Asked Questions About Stay Interviews
1) What is the purpose of a stay interview?
The main purpose of a stay interview is to open up communication between staff and supervisor, as well as identify opportunities for improvement and celebrate successes in the way staff work.

2) How long does a stay interview take?
The interview should take about 15 minutes. It may be conducted before or after a summative evaluation, or supervisors may set up a separate time to conduct the interview.

3) What happens to the answers I give in the interview?
Currently, all information stays with supervisors. If there are themes identified by supervisors, they are responsible to take that information forward to the larger LLPC and SSPC leader groups. Themes across the Agency can be identified and ideas for improvement can then be addressed.

4) What if there are issues I don’t feel comfortable talking about with my supervisor?
Staff members may also talk with a member of APC or a member of the Human Resources staff.


Thank you in advance for your participation in what we hope will be a beneficial process for our staff and our agency!