Conversation Planner · for managers
How to talk to a top performer you're afraid of losing
Read the approach below, or skip ahead and get a plan written for your own situation.
Plan my conversation — free ↓Why the usual approach fails
Most managers save their best conversations for their worst performers and assume the stars are fine. By the time a top performer resigns, the decision was made months ago. Ask now, while you can still do something about the answer.
How to open
"You're one of the people this team can least afford to lose, and I realise I've never asked you directly what would keep you here. I'd like to have that conversation before I need to."
Ask before you tell
- "What's the best part of your work right now?"
- "What would make you start looking?"
- "What do you want to be doing a year from now that you aren't doing today?"
What to agree before you leave the room
One thing you'll change within thirty days based on what they said, and a date to tell them what happened.
Make it yours — free
Edit the details below to match your situation and get a full five-step COACH plan by email.
Other conversations
- How to talk to an employee who blames others →
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- How to talk to a new hire who is struggling →
- How to talk to an employee who disagrees with their performance review →
- How to talk to an employee who wants a promotion they're not ready for →
Built on the COACH method by Jon Kludt, Business Coach · Certified EOS Implementer® · thecoachconversation.com