Cost-cutting and downsizing times have dramatically impacted the way employees view their careers. Employees at all levels now know better than ever that job security is no longer something they can count on. You have been asked to think big, look at other options, and do whatever it takes to prepare for the future. In essence, they have abandoned their corporate commitment and become “free agents” in search of the best opportunity available.

“Talent retention” has become a key strategy for the world’s largest corporations. Some are considering things like building new gyms. Others have gone deeper and expect their leaders to become more competent “retention managers.”

Take the time now to start talking to your people, really listen to their responses, and take action to change what needs to be changed. Here are some questions to get you started:

1. What would make your job more meaningful and fulfilling?
2. What conditions would lead you to seek employment elsewhere?
3. What is stopping you from looking for another job?
4. What changes need to be made in your work environment?
5. How do you like to be rewarded and recognized for good work?
6. What is your biggest challenge or obstacle?
7. What makes you feel like a valued collaborator?
8. What support, tools/resources, skills or empowerment do you need to be more effective?
9. What strengths or talents do you have that are not being used?
10. What demotivates you?
11. What else is there to ask?