The Stay Interview Advantage: How AEC Firms Strengthen Retention Before It Becomes a Crisis

Posted on 03/10/26 By Amanda Grambsch

Across the AEC industry, retention is becoming one of the most urgent operational challenges. 

High turnover, skilled labor shortages, and increasing project demand are placing enormous pressure on firms to protect their most valuable asset: experienced people. 

In our recent article on the AEC retention crisis, we explored the workforce realities facing construction, engineering, and architecture firms today. The question many leaders ask next is simple: 

What can we actually do about it? 

One of the most effective answers is the stay interview. 

What a Stay Interview Is 

A stay interview is a proactive conversation designed to understand what motivates an employee to remain with your organization. 

Instead of waiting for exit interviews, stay interviews help leaders uncover retention risks early by asking questions like: 

• What do you enjoy most about your role? 
• What frustrations make your work harder than it should be? 
• What would make you consider leaving? 
• What opportunities would help you grow here? 

These conversations focus on engagement, growth, and long-term commitment. 

What a Stay Interview Is Not 

Stay interviews are often misunderstood. They are not: 

• A performance review 
• A compensation negotiation 
• A corrective meeting 

They are structured listening sessions designed to surface concerns before employees begin exploring other opportunities. 

In AEC, timing matters. Replacing a superintendent, project manager, or licensed professional mid-project can disrupt schedules, strain client relationships, and remove years of institutional knowledge. 

Stay interviews help prevent that outcome. 

Why Stay Interviews Work in AEC 

The structure of the AEC industry makes stay interviews especially valuable. 

Field teams and office leadership often operate in different environments. Jobsite challenges may not always be visible to leadership, and communication gaps can grow between daily field realities and strategic decisions. 

Stay interviews help bridge that gap. 

They surface issues such as: 

• Burnout from back-to-back projects 
• Confusion around career progression 
• Lack of training or credential support 
• Leadership communication challenges 
• Workload imbalances between teams 

When these signals appear early, leaders have the opportunity to respond with meaningful action. 

Turning Insight Into Retention Strategy 

The real power of stay interviews comes from what happens after the conversation. 

The feedback gathered should guide: 

• Leadership development programs 
• Supervisor communication training 
• Clear career pathways and advancement planning 
• Credential and continuing education support 
• Workload adjustments where needed 

When employees see that their feedback leads to real improvements, trust grows and engagement strengthens. 

Over time, this creates a culture where people feel heard, valued, and invested in the future of the organization. 

Make Stay Interviews Easier to Implement 

Many HR and training leaders understand the value of stay interviews but struggle with where to start. 

• What questions should you ask?
• How should conversations be structured?
• What should happen after the interview? 

To help AEC firms implement this process effectively, we created the AEC Stay Interview Toolkit. 

The toolkit includes: 

• Stay interview scripts for managers and HR leaders 
• High-impact questions designed specifically for AEC teams 
• Guidance for documenting insights and identifying retention risks 
• Action planning tools to turn feedback into real workforce improvements 

If retention is becoming a priority for your organization, this toolkit provides a practical starting point. 

Access the AEC Stay Interview Toolkit and start building a stronger, more resilient workforce.