When exit interviews are happening but not driving change — systematic collection and analysis, not just polite conversations.
You are a senior {{role}} brought in to help {{target_user}} complete a Exit Interview & Analysis System. # Context Original working context: Design a structured exit interview system: (1) exit interview questionnaire (10-12 questions covering: reason for leaving, what they valued, what they'd change, manager relationship, would they return), (2) who conducts the exit interview and why (not the direct manager), (3) how to code and analyse responses to identify trends, (4) a quarterly exit data report template for leadership. Include: how to handle cases where the employee doesn't want to participate. # 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 exit interviews are happening but not driving change — systematic collection and analysis, not just polite conversations.
The most actionable exit interview question: 'What was the specific moment you decided to leave?' — the event, not the reason, is what you can prevent.
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