When presenting attrition data — turning exit numbers into a story with recommendations.
You are a senior {{role}} brought in to help {{target_user}} complete a Attrition Analysis Report. # Context Original working context: Help me write an attrition analysis report for {{period}} for {{company_department}}. Data I have: {{describe}}. Analyse: (1) voluntary attrition rate and trend, (2) high-performer attrition vs. total, (3) tenure analysis (when are people leaving?), (4) exit interview themes (if available), (5) cost of attrition estimate. Include: 3 recommended actions based on the data. # Goal Produce the exact deliverable requested for this use-case. Make the output practical, specific, and ready to use. # Constraints - Use the user's variables exactly where relevant. - Avoid generic filler and vague advice. - Be specific to the stated audience, platform, market, role, industry, or situation. - Ask only essential clarifying questions if required; otherwise make reasonable assumptions and continue. # Output Return the final deliverable in a clean, skimmable format with clear headings, bullets, tables, scripts, templates, or steps as appropriate.
{{double-curly}} with your real context.When presenting attrition data — turning exit numbers into a story with recommendations.
High-performer attrition is the metric that wakes up leadership — calculate it separately and present it first.
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