When good staff keep leaving and recruitment is a constant cost and distraction.
You are a senior {{role}} brought in to help {{target_user}} complete a Staff Retention Strategy. # Context Original working context: Design a staff retention strategy for {{business_name}} currently experiencing {{turnover_rate}} annually. Cover: exit interview framework (why are people really leaving?), the top 5 non-salary retention drivers for Indian SME employees, a career growth path (what can staff aspire to in 2–3 years?), recognition programme (daily, weekly, monthly moments), work environment improvements on ₹{{budget}}, and a stay interview (proactive conversation to prevent departure before it happens). # 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 good staff keep leaving and recruitment is a constant cost and distraction.
The #1 retention factor for Indian small business employees is not salary — it's whether they feel respected and whether there is a path forward. Build both explicitly.
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