The 'Stay Interview' Script: 5 Questions to Prevent Nurse Resignation

A practical framework for proactive conversations that identify and resolve daily frustrations before they become resignations.

The Cost of Silence

The Stay Interview

A preventative check-up that allows you to intervene while your best nurses are still in the building—not after they've already handed in their notice.

$61,110

Average turnover cost per departing nurse

40%

Of nurses plan to leave within 5 years

Key Insight

Waiting for a resignation letter means you've already lost. Retention requires identifying and fixing daily frustrations before they accumulate into turnover.

The Framework

The 5-Question Script

The intention here is to cut corporate talk and have a candid conversation about work reality. Leave the KPIs, billable hours, and productivity spreadsheets at your desk.

"What's one small thing that's been nagging at you or getting in your way lately?"

This identifies immediate, fixable friction points in the daily workflow.
"Think about the last time you went home feeling like you had a really good shift, what were you doing most of that time? And on the days you leave feeling totally drained, what's usually the biggest reason why?"

This distinguishes between clinical passion and administrative exhaustion.
"If you could change just one thing about your schedule to make it actually fit your life better, what would that be?"

This acknowledges that "work-life balance" is a myth; flexibility is the reality.
"How much of your personal time is being eaten up by 'pajama time' charting? Is there anything specific that contributes to that?"

This targets the documentation burnout that follows nurses home.
"Do you feel like you're actually getting to use your clinical skills and judgment here, or do you feel more like a data-entry clerk?"

This addresses the loss of autonomy and leadership support.

Pro Tip

Fix the system, not the person. When a nurse identifies a recurring hurdle, take full ownership of the environment rather than suggesting "better time management" or "resilience." If a problem persists, the failure lies in the process, not the professional.

Implementation

Timing and Frequency

These are quick, high-impact huddles designed to identify and fix the daily frustrations that push good nurses out the door.

Frequency

Quarterly recurring invites on your calendar.

Duration

15 minutes. Keep it tight, recurring, and predictable.

Atmosphere

A "Safe Space." Use a neutral location or a walking meeting.

The Golden Rule

Listen more than you speak.

Get Started

Action Steps

1

Identify your cohort

Start with your "high-performers" or those in "high-burnout" departments.
2

Calendar it

Schedule a short "Workflow Check-in" for next week. Label them neutrally, not "Performance Review."
3

Execute the 48-Hour Rule

Commit to fixing at least one "pebble" identified in the interview within 48 hours. Radical responsiveness builds radical loyalty.

Best Practices

What to Avoid

What to Avoid	What to Do Instead
Asking about "Engagement" or "Culture."	Asking about specific workflow friction and "Pajama Time."
Defending the organization's policies.	Validating the nurse's frustration and looking for a workaround.
Offering "Wellness Apps" or pizza.	Removing administrative "busy work" and redundant clicks.
Focusing on productivity metrics/KPIs.	Focusing on their opinions and making the schedule work for their life.

Pro Tip

When a nurse identifies a problem, use it to start a problem solving conversation. Suggest a solution "What do you think about maybe doing xyz?" and see what comes up.

The Cost of Silence

Documentation and administrative "pajama time" are the biggest drivers of nurse burnout.

Documentation and administrative "pajama time" are the biggest drivers of nurse burnout.