One-on-one questions for high performers (to keep them)

Stretch and challenge

• Are you challenged enough at the moment?Copy
• What is the most interesting problem you would like to work on?Copy
• Is there work you have outgrown that we should hand to someone else?Copy
• What would you like more say in?Copy

Recognition and impact

• Do you feel your work gets the right visibility?Copy
• Who else in the business should know about what you have done?Copy
• What impact do you want to have this year?Copy

Frustrations and retention

• What frustrates you most about working here?Copy
• What would make you think about leaving?Copy
• What would make you stay for another three years?Copy
• Is there anything you have stopped raising because nothing changes?Copy

Multiplying their impact

• Who could you teach what you know?Copy
• Would you like to lead something, even without managing people?Copy

How to run it

• Do not only reward great work with more work. Ask what they want next.
• Make their work visible to senior leaders by name.
• Hold a stay interview once a year: it is the most direct retention tool you have.

What to avoid

• Skipping their one-on-ones because "they are fine".
• Making promises about promotion you cannot keep.
• Using them as a fixer for every problem.