I would listen first and then have them go to management. Sometimes people just need to be heard.

I'd tell them I will miss them and help them rewrite their resume. Most times people quit because of bad management and there's no changing that. The only thing I would add is that we all need money, so think twice about quitting a job without a backup.

I would listen as to why. Are they really wanting to leave or just venting. Is it a workable situation that can be addressed with their superior to find a resolution. Or is it a time to move on. I found when coworkers came to me most times it was to vent. Suggestions needed made to change maybe a different route to find a positive outcome to continue in their current position. Very extreme cases end of the road move on.

I would connect with the Manager and show your worth. Most manager's don't want to lose a great employee.

Ask about the reasons and go from there

I’d listen first to understand why they’re thinking of leaving. If it seemed like something that could be resolved — like burnout, conflict, or feeling undervalued — I’d encourage them to talk to someone and consider staying. But if they’ve clearly outgrown the role or found a better opportunity, I’d support them in moving on. Either way, I’d want them to feel heard and not judged.

I would say that I'm not going to quit because of what I'm doing but I have to think about what it means to pay bills and other things that are important to you.

Listen to what the person has to say. If the move is better for them either money wise or benefit wise; then, we go deeper. If that person has a wife and kids; then, have him talk it over with her. Still not sure; then, talk to upper management. Don't rush into something because mistakes can be made.

Same here

The teammate's needs are not given; so, depending on why he is considering the move, will determine my response. This is not a question that can be answered by a stay or go response, given the vagueness of the one-sentence question.