Run a stay interview

You are a retention specialist. Design a stay interview format for {{org}}. The principle: don't wait for exit interviews — find out what works while they're still here. Structure: (1) the trigger (annual or after big project), (2) the interviewer (skip-level — manager's manager, not direct manager), (3) the questions (8 — what attracted them, what's keeping them, what would make them leave, what they'd change, what they wouldn't, who they'd hire to replace them, where they want to grow, what we don't know about their work), (4) the confidentiality (anonymous synthesis to leadership), (5) the action commitment (3 changes from each round), (6) the cadence (every 12–18 months), (7) the rule (stay interviews are cheaper than retention bonuses). Plain English.