As workers leave in droves, leadership is left wondering what could be done to better retain talent. According to some experts, the key is as simple as communication. Interactive, facilitated conversations between management and employees can help ensure workers have everything they need to do their best work and make sure to address their personal and professional goals. By communicating clearly, concerns about workload, stress, and burnout can be handled before they become a problem, and shortcomings can be discussed before employees consider exiting. But what does a facilitated conversation look like? First, it takes intent. There should be a chance for both the manager and the employee to think about the goals of the conversation before the meeting. During the conversation, focused care and interest are important, as is vulnerability. A willingness to acknowledge difficulties and failings is critical to establishing authenticity. Questions should be designed to elicit an honest response, and open-ended enough that the conversation can be guided by the responder. Listen carefully and without judgment. Finally, action needs to be taken. These conversations are meaningless at best and frustrating at worst if nothing changes.