If nothing was unclear or difficult, say so. Skip questions about steps you did not experience; use not applicable where appropriate.

What part of your work would you most want to keep?
What recurring frustration could make you consider leaving?
What change would make the coming year more worthwhile?
Which responsibility would you like to develop?
What should the team revisit after this conversation?

Author notes / illustrative keys where applicable:
1. Identify work that the person wants to retain, rather than treating the conversation only as a search for problems.
2. Ask about a recurring frustration without requiring a commitment to stay or disclosure of other job applications.
3. Find a change with a concrete effect on the coming year; avoid implying that every request can be granted.
4. Connect a desired responsibility to development options and check whether it fits the person's current workload.
5. Agree a topic to revisit so the conversation produces follow-through rather than an undocumented retention promise.