Retention and Stay Interview Action Kit

Keep your people on purpose, with a flight-risk scorer that ranks who to talk to first, a stay interview people answer candidly, and a log that turns the conversation into action. You score who to keep, run the conversation, commit to one to three real actions, then follow up and re-score as things change.

Three pieces that turn a worry about losing someone into a plan

A Start Here sets the order, then the guide makes the case, the templates give you the words, and the workbook tells you who to talk to first.

• Retention and Stay Interview Field Guide. Why keeping a good person beats replacing them, how to run a stay interview people answer candidly, and the moments worth a phone call.
• Stay Interview Templates and Scripts. A prep checklist, the interview script and worksheet, a retention action plan, a thirty-day follow-up, and an optional question bank.
• Retention and Stay Interview Workbook. A flight-risk scorer that ranks who to talk to first, a stay interview tracker, a retention action log, and definitions.

The order to work in

Score who to talk to, run the conversation, turn it into a plan, then follow through.

• Score who to talk to. Open the Flight-Risk Scorer, list the people you most want to keep, and let it rank them by retention priority.
• Run the conversation and make a plan. Use the script and worksheet, listen far more than you talk, then commit to one to three real actions on the Retention Action Log with an owner and a date.
• Follow up and re-score. Do what you said, check back on the dates you set, and re-score people as things change. A stay interview with no follow-through does more harm than none.

Who it is built for and where to go if that is not you

Built for

• A manager who wants to keep a key person and does not know how to start the conversation.
• An HR leader trying to cut regrettable turnover with a repeatable stay-interview process.
• An operator who wants to act on flight risk before a resignation, not after.

If you are looking for

• The dollar cost of losing someone, to weigh against keeping them. The Cost of Turnover Calculator prices that.
• What to do when a conversation surfaces a complaint. The Employee Relations and Workplace Investigations Kit covers that.

Before you buy

What format is it and can I edit it?

A PDF field guide, editable Word templates and scripts, and an Excel workbook that also works in Google Sheets. Everything is yours to keep and adapt.

How does the flight-risk scorer work?

You list the people you most want to keep and rate the factors, and the workbook ranks them by retention priority so you know who to talk to first. It is a way to prioritize, not a prediction.

What if a stay interview surfaces a complaint?

Stop, do not retaliate, and move it to the right process. A complaint about pay, harassment, discrimination, or safety needs more than a retention plan.

What is the refund policy?

Digital products are covered by a 14-day money-back guarantee. See the refund policy for the full terms.

What happens after I buy?

Checkout delivers an instant download link, and a receipt with the same link arrives by email. Open the Start Here first; it sets the order to work in. Questions or want a hand getting set up? Email support@truestephr.com.

How the download works

Your files arrive as a single ZIP download, best opened on a computer: save it, extract it (right-click and Extract All on Windows, double-click on a Mac), and open the Start Here file first. PDFs open in any reader, and the editable files work in Microsoft Word and Excel or their free equivalents, including LibreOffice and Google Docs and Sheets. No other software is needed. Step-by-step help for every device is at truestephr.com/pages/download-help.

Scope

This kit is a set of working tools and editable templates for handling performance, conduct, and people decisions in a clear, consistent, and defensible way. It is not legal advice, and it is not a substitute for qualified counsel on your specific situation. Conversations about performance, pay, and conduct can carry legal consequences, and discipline, documentation, and termination rules vary by state. Where a matter is heading toward discipline or separation, or where an employee raises a complaint about harassment, discrimination, retaliation, or safety, have the facts and your next step reviewed against applicable law before you act.