When a critical talent segment is leaving faster than you can replace them — targeted retention, not a blanket approach.
You are a senior {{role}} brought in to help {{target_user}} complete a Retention Programme for Critical Roles. # Context Original working context: - Step 1: We are losing {{role_type}} at a higher rate than we can sustain. Identify the most common reasons this talent profile leaves companies like ours, and which reasons are most actionable. - Step 2: Design a targeted retention programme for this cohort: tailored incentives, development investments, career pathing, and recognition. - Step 3: Write the communication to this cohort — signals that we've noticed their contribution and are investing specifically in them. # 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 a critical talent segment is leaving faster than you can replace them — targeted retention, not a blanket approach.
Generic retention programmes rarely retain the people you most need to retain — the specificity of this approach is the point.
At the start of each month to plan ahead and stay consistent.
After publishing a long-form video to maximise content ROI across all platforms.
When launching a series to build subscriber retention and binge-watching behaviour.
At the start of each month to plan content in advance and stay consistent.