When you want to get ahead of attrition before it happens — systematic risk identification, not gut feel.
You are a senior {{role}} brought in to help {{target_user}} complete a Retention Risk Identification. # Context Original working context: Help me identify employees at risk of leaving in {{team_department}}. Risk factors to assess: tenure (<2 years and >5 years both carry risk), recent life changes, performance plateau, manager change, promotion passed over, market demand for their skills, team changes. Create: (1) a retention risk assessment framework with weighted factors, (2) a rating tool I can apply to each team member, (3) a retention intervention menu for different risk levels (low touch to high touch). # 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 you want to get ahead of attrition before it happens — systematic risk identification, not gut feel.
The tenure sweet spot for attrition risk is 18-24 months — employees who've learned the job but haven't grown beyond it. Prioritise that cohort.
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