When was the last time anyone asked you why you stay at your current company? Come to think of it when was the last time you asked yourself?

Most organizations are fairly good at asking questions at the hiring stage—to better understand why you might want to join the firm, and why the company might want to hire you. But once you are through that door and at your desk, it seems like it no longer matters.

I’d argue otherwise. Finding out what keeps people at a company, conducting what are called “stay interviews” is critical. It helps you figure out what makes your company appealing, and how you can hang on to your talented employees. You don’t want the first sign that a top performer is unhappy to be their resignation letter.

Plan on holding these conversations on a regular basis; we advise at least twice a year. Be sure to make your interaction open and candid so the employee feels comfortable sharing his concerns.

Possible questions to ask (you don’t have to ask these all at the same time) include:

1. To what extent are you able to ‘be at your best’ every day? What do you need to be more effective in your role?

2. Do you feel your work makes a difference? To the company; our customers; the community; your colleagues?

3. Are you fully utilized and challenged in your current role? How can we better leverage your talents?

4. What frustrates you about the company / your current role?

5. Have you received recognition or praise for a job well done in the last 10 days?

6. Do you have sufficient access to leaders and decision makers in the company?

7. What gets in the way of success? How can we remove those barriers?

8. Where do you see your next move in the company?

Answers to these questions (you may think of more) will help uncover how you can help your employees contribute their best work, and in doing so help ensure they stay with your company.

My challenge to you, conduct a stay interview this week. Find out what makes someone want to come into work every day. If you uncover frustrations and barriers to success, help remove them. In doing so, you will strengthen your team and help ensure that talented employees feel valued and choose to stay with your company!