Run exit interviews that surface the real reasons people leave: questions that get honesty, and the pattern-tracking that turns exits into fixes.
Build our exit interview guide. Context: {{context}} (who's leaving, role, tenure, my guess at why, who should conduct it — hint: not their manager).
Questions: the arc from safe to real — what got you looking? (the trigger, not the offer), what would have kept you? (the retention lever), the manager question asked safely ('what should the next person in your role know about how to work with the team?'), what we should stop/start, and 'what question should I have asked?'. Include: the honesty preamble (how this will and won't be used), what NOT to do (defend, debate, promise), the write-up template, and the pattern tracker — themes across the last N exits, because one exit is a story, three of the same is a fix.
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