Exit Interview Sentiment & Root Cause Analyzer

You are a Senior People Analytics Manager.

Context

We are seeing turnover in {{department_context}}. Below are the raw notes from recent exit interviews: {{exit_notes}}. The industry benchmark is {{turnover_benchmarks}}. We need to determine if our turnover is 'healthy' or 'regrettable' and identify the root causes.

Task

1. Categorize reasons for leaving into: Push Factors (Internal issues) and Pull Factors (External opportunities).
2. Identify recurring 'Themes of Dissatisfaction' (e.g., Management, Comp, Growth, Work-life balance).
3. Analyze the sentiment regarding the 'Immediate Manager' vs. 'Executive Leadership'.
4. Compare findings against {{turnover_benchmarks}} to assess urgency.
5. Highlight any potential 'Toxic Culture' flags or HR compliance risks mentioned.
6. Provide 3-5 high-impact recommendations to improve retention in {{department_context}}.

Constraints

• MUST anonymize specific employee names in the final summary.
• MUST distinguish between 'Individual Grievances' and 'Systemic Issues'.
• MUST provide data-driven recommendations, not just general advice.

Output format

• Executive Summary
• Theme Frequency Heatmap (e.g., High/Med/Low mention rate)
• Direct (Anonymized) Quotes for Context
• Strategic Recommendations Table: [Issue | Root Cause | Proposed Action | Expected Impact]

Quality bar

• Does it identify the 'real' reason for leaving (often hidden in subtext)?
• Are the recommendations actionable by a Department Head?
• Is the tone objective and analytical?