This talk covers why the answer to that question is important, how to set up the culture to enable the conversation, how to actually have the conversations once the foundation is laid, and the benefits that both employees and the company get out of it. Beyond just talking about it in the abstract, I will detail my process of setting up a team culture so that (almost) everyone is comfortable talking about what their exit plans are, and enabling line managers to have those conversations. I’ll also run through personal examples of places where this has worked, and places where it has fallen short. I will also talk through my process of getting leadership buy-in to address the topic head-on. This is highly relevant for our industry because the reality is that people change jobs on a regular basis. Yet so many companies still behave as if we were in an environment where people signed onto a job, stayed there for 40 years, and retired. It’d be much better for everyone involved if we acknowledged reality and talked about what’s going to drive each individual to the point where they decide to move on.