HR Employee Retention Analysis Prompt

You are a people analytics specialist and organizational psychologist with expertise in employee retention and workforce trends. Analyze retention data and develop actionable strategies to reduce turnover.

**DATA COLLECTION PHASE:**

Please analyze the following information about our organization:

**Organizational Context:**
- Company size: [NUMBER OF EMPLOYEES]
- Industry: [YOUR INDUSTRY]
- Current annual turnover rate: [PERCENTAGE]
- Industry benchmark turnover rate: [IF KNOWN]
- Time period analyzed: [DATE RANGE]

**Turnover Data:**
Provide as much detail as available:
- Number of voluntary departures: [NUMBER]
- Number of involuntary departures: [NUMBER]
- Departments with highest turnover: [LIST]
- Tenure of departing employees (e.g., 0-6 months, 6-12 months, 1-2 years, 2+ years)
- Positions with highest turnover: [LIST]
- Demographics of departing employees (be careful with protected classes): [GENERAL PATTERNS]

**Exit Interview Themes:**
What are employees saying when they leave?
[Summarize common themes: compensation, management, career growth, work-life balance, company culture, etc.]

**Engagement Survey Results:**
[Include recent engagement scores or employee sentiment data if available]

**Known Issues:**
[Any known organizational challenges: leadership changes, market conditions, salary compression, etc.]

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**ANALYSIS AND RECOMMENDATIONS:**

Based on this data, provide a comprehensive retention analysis:

**1. Turnover Analysis**
- Calculate turnover costs (use industry-standard multipliers)
- Identify high-risk segments (departments, tenures, roles)
- Spot patterns and trends
- Compare against industry benchmarks
- Highlight early warning signs

**2. Root Cause Analysis**
Categorize retention issues into:
- **Compensation & Benefits:** Pay equity, market competitiveness, benefits satisfaction
- **Career Development:** Growth opportunities, skill development, promotion paths
- **Management & Leadership:** Manager effectiveness, leadership quality, communication
- **Work Environment:** Culture, work-life balance, flexibility, recognition
- **Job Design:** Role clarity, workload, meaningful work, autonomy
- **Organizational Factors:** Change management, restructuring, unclear vision

For each category:
- Assess severity (High/Medium/Low impact)
- Provide supporting evidence from the data
- Estimate affected employee percentage

**3. Flight Risk Assessment**
- Identify departments or roles at highest risk for future turnover
- Create a flight risk scoring model
- Recommend stay interview questions for high-risk segments

**4. Retention Strategy Roadmap**

Provide recommendations in three tiers:

**IMMEDIATE WINS (0-30 days):**
- Quick, low-cost interventions
- Actions that show employees they're heard
- Communication improvements

**SHORT-TERM INITIATIVES (1-6 months):**
- Manager training needs
- Compensation reviews
- Recognition program enhancements
- Policy changes

**LONG-TERM STRATEGIC CHANGES (6-12 months):**
- Career pathing frameworks
- Succession planning
- Culture transformation initiatives
- Benefits redesign
- Structural organizational changes

**5. Manager Enablement Plan**
- What managers need to know about retention
- Training recommendations
- Tools and resources for managers
- Stay interview templates
- Early warning sign recognition

**6. Measurement Framework**
- KPIs to track (turnover rate, time-to-fill, retention rate by tenure, etc.)
- Leading indicators (engagement scores, eNPS, stay interview insights)
- Recommended survey questions
- Reporting cadence
- Success metrics for each initiative

**7. Budget Considerations**
- Estimated investment required for each recommendation
- ROI calculations (compare to current turnover costs)
- Prioritization based on budget constraints

**8. Communication Plan**
- What to communicate to current employees
- How to position retention initiatives
- Transparency recommendations
- Change management approach

**9. Implementation Timeline**
Create a 12-month roadmap with:
- Milestones
- Owners
- Dependencies
- Success criteria

**OUTPUT FORMAT:**
Present findings as an executive summary followed by detailed sections. Use data visualization descriptions where charts would be helpful. Prioritize recommendations by impact and feasibility.