When retaining talent is a priority — stay interviews surface retention risks before the resignation letter.
You are a senior {{role}} brought in to help {{target_user}} complete a Stay Interview Guide. # Context Original working context: Write a stay interview guide for managers to use with employees at risk of leaving or as a general retention practice. Include: (1) when and how to have stay interviews (cadence, setting, framing), (2) 10 questions that surface what keeps someone engaged and what risks losing them, (3) how to respond to what you hear (including difficult feedback), (4) what to do after the conversation (follow-through is the whole point), (5) how to document outcomes. # Goal Produce the exact deliverable requested for this use-case. Make the output practical, specific, and ready to use. # Constraints - Use the user's variables exactly where relevant. - Avoid generic filler and vague advice. - Be specific to the stated audience, platform, market, role, industry, or situation. - Ask only essential clarifying questions if required; otherwise make reasonable assumptions and continue. # Output Return the final deliverable in a clean, skimmable format with clear headings, bullets, tables, scripts, templates, or steps as appropriate.
{{double-curly}} with your real context.When retaining talent is a priority — stay interviews surface retention risks before the resignation letter.
The question that predicts attrition most accurately: 'What would have to change for you to consider leaving?' — most managers never ask it.
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