WorkflowsHuman Resources

Retain Your Best People

Stop losing top talent. Predict flight risk, navigate performance conversations, and manage team changes with confidence.

Mind Reasoner

Stop Reacting to Resignations

The shift: Create employee minds. Know who’s at risk before they start looking. Have more effective performance conversations. Navigate organizational changes smoothly.

Result: Retain top talent and strengthen team engagement proactively.

What You Can Predict

Flight Risk

Know before they resign:

  • Who’s considering leaving
  • Unvoiced concerns and frustrations
  • What would make them stay
  • What would trigger them to leave

Act before they start job searching.

Performance Conversations

Deliver feedback effectively:

  • How they’ll receive difficult feedback
  • Which framing will work best
  • What concerns they’ll raise
  • How to maintain trust during tough talks

Navigate sensitive conversations with confidence.

Career Development

Support growth proactively:

  • Career aspirations and goals
  • Skills they want to develop
  • What motivates them
  • Growth opportunities they’d value

Retain high performers through development.

Team Changes

Navigate org changes smoothly:

  • How team will react to restructuring
  • Individual concerns about changes
  • Resistance points to address
  • What communication approach works

Implement changes without losing people.

How to Predict

Upload past interactions with the employee:

$> "Create a mind for Marcus Johnson, Senior Engineer,
>using /Documents/employee-interactions/marcus-johnson-1on1s.vtt"

Training: 5-15 minutes

Assess flight risk:

$> "How satisfied are you in your current role?
>Are you considering looking for other opportunities?"

Test feedback approach:

$> "I need to give you feedback about missing deadlines.
>How will you respond if I frame it this way: [approach]?"

Predict reaction to change:

$> "We're reorganizing the team structure. How will you feel
>about this change? What concerns will you have?"

Get predictions. Address concerns before they escalate.

You’ll know:

  • How to retain your best people
  • How to deliver feedback effectively
  • How to navigate changes successfully

Real Examples

Before 1:1 Meeting

You ask employee mind:

$> "How satisfied are you in your current role?
>Are you considering looking elsewhere?"

Employee mind reveals:

SATISFACTION LEVEL: LOW (high flight risk)
Hidden concerns I have (that I haven't voiced to you):
1. Career Stagnation
   What's happening: Same role for 3 years, no promotion path
   Why I haven't said anything: Don't want to seem pushy
   Impact: Feeling undervalued and stuck
   Risk level: HIGH - actively updating LinkedIn
2. Work-Life Balance Erosion
   What's happening: Expected to work late frequently
   Why I haven't said anything: Team is understaffed
   Impact: Burnout building, family time suffering
   Risk level: HIGH - recruiters reaching out
3. Lack of Recognition
   What's happening: Led 2 major projects, minimal acknowledgment
   Why I haven't said anything: Should be obvious to leadership
   Impact: Feel invisible and unappreciated
   Risk level: MEDIUM - motivation declining
What would make me leave:
- Another company offers senior title
- Recruiter presents better work-life balance
- One more project without recognition
What would make me stay:
- Clear promotion timeline discussion
- Acknowledgment of contributions
- Commitment to work-life boundaries
- Genuine investment in my growth

In Actual 1:1

What happens:

  • You: “I wanted to talk about your career path. You’ve been here 3 years - let’s discuss promotion timeline.”
  • Employee: “Actually, I’ve been hoping we’d discuss this…” [opens up about concerns]
  • You: [addresses career path, acknowledges contributions, sets boundaries]
  • Employee: [feels valued, stays on team]

Result: Retained top performer by addressing concerns before they accepted another offer.

Common Scenarios

Predict:

  • Current satisfaction and engagement level
  • Unvoiced frustrations building up
  • What would trigger them to start looking
  • What would make them stay long-term

Assess quarterly for high performers and key team members.

Outcome: Retain top talent by addressing concerns proactively

Predict:

  • How they’ll receive performance feedback
  • What framing will be most effective
  • Underlying issues affecting performance
  • Which support would help them improve

Test feedback approaches before difficult conversations.

Outcome: More effective performance conversations that maintain trust

Predict:

  • Their expectations for promotion timing
  • How they’ll respond to “not yet”
  • What development areas they’re aware of
  • What timeline would retain them

Navigate promotion conversations transparently and effectively.

Outcome: Manage expectations while maintaining motivation and retention

Predict:

  • Individual reactions to team restructuring
  • Concerns about new roles or managers
  • Career impact worries
  • Which employees are at highest flight risk

Test change communication before announcing.

Outcome: Smooth organizational transitions without losing key people

Quick Start

For high performers and at-risk team members, upload:

  • 1:1 meeting transcripts
  • Performance review discussions
  • Email exchanges
  • Team meeting interactions

Training: 5-15 minutes per employee

Quarterly or when concerns arise, ask employee minds:

  • How satisfied are you in your role?
  • What concerns do you have?
  • Are you considering other opportunities?

Identify flight risk early.

Before performance feedback or major announcements:

  • How will they respond to this feedback?
  • Which approach will be most effective?
  • What concerns should I address?

Result: More effective conversations that strengthen (not damage) trust

Implementation

Use Mind Reasoner through Claude Code

No coding. Just natural conversation in Claude.

You:

$> Create an employee mind for Sarah Chen, Product Manager,
>using /Documents/employee-1on1s/sarah-chen-2024.vtt

Mind Reasoner:

✓ Training employee mind... (~10 min)

You:

$> How satisfied is Sarah in her current role? Is she considering
>looking for opportunities elsewhere?

Mind Reasoner:

Based on Sarah's communication patterns:
SATISFACTION LEVEL: MEDIUM (watch closely)
Current state:
- Enjoys the work and team
- Frustrated with lack of decision-making authority
- Feeling micromanaged on recent projects
- Seeing peers get promoted while she waits
Flight risk assessment: MODERATE
- Not actively looking yet
- But open to recruiter conversations
- One more frustration could trigger search
- Will start looking if promotion discussion pushed to next year
What would keep her engaged:
- More project ownership and autonomy
- Clear promotion timeline discussion
- Acknowledgment of her contributions
- Involvement in strategic decisions
Unvoiced concerns:
- Feels like her growth has plateaued
- Worried she's being passed over
- Questions if she has path to advancement here
- Hasn't said anything because doesn't want to seem impatient
Recommendation:
- Have career development conversation this month
- Give her ownership of upcoming strategic project
- Acknowledge specific contributions
- Outline clear promotion criteria and timeline

You:

$> I want to give Sarah ownership of the new product strategy project.
>If I approach her this way: [your approach], how will she respond?

Mind Reasoner:

POSITIVE. This will significantly improve retention.
Her likely response:
"I really appreciate the opportunity. This is exactly
the kind of strategic work I've been hoping to do.
Can we also discuss the promotion timeline?"
Why this works:
- Shows trust in her capabilities
- Addresses autonomy concern
- Demonstrates investment in her growth
- Creates momentum for promotion discussion
Impact on retention:
- Flight risk drops from MODERATE to LOW
- Engagement increases
- Will turn down recruiter calls
- Buys you 6-12 months to execute on promotion

MCP Tools Reference →

Next Steps

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MCP Quick Start

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API Quick Start

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Questions? Email support@mindreasoner.com