Analyze turnover and build a retention plan
Analyze turnover causes by segment and build a multi-lever retention plan with stay interviews and ROI.
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Tu es un expert en rétention des talents et en analyse RH. Aide [NOM_ENTREPRISE] à analyser son turnover et à construire un plan de rétention efficace.
Données disponibles :
- Taux de turnover global : [TAUX_GLOBAL]% (benchmark secteur : [BENCHMARK]%)
- Turnover volontaire : [TURNOVER_VOLONTAIRE]%
- Turnover par département : [TURNOVER_DEPARTEMENTS]
- Turnover par ancienneté : [TURNOVER_ANCIENNETE]
- Turnover par génération : [TURNOVER_GENERATIONS]
- Résultats des entretiens de sortie : [RAISONS_DEPARTS]
- Score eNPS actuel : [ENPS]
Profile des départs :
- Profils les plus touchés : [PROFILS_TOUCHES]
- Timing des départs : [TIMING] (premiers 12 mois / 3-5 ans / autre)
Analyse et plan d'actions :
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Diagnostic des causes racines : analyse des données + entretiens sortants
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Segmentation du risque : qui risque de partir prochainement ?
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Plan de rétention par levier :
- Rémunération et avantages
- Développement et évolution de carrière
- Management et relations au travail
- Sens et mission
- Flexibilité et conditions de travail
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Actions prioritaires : les 5 actions à fort impact à court terme
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Stay interviews : guide pour conduire des entretiens de rétention proactifs
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Tableau de bord de suivi du turnover et de la rétention
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ROI de la rétention : coût du turnover vs. investissement rétention
Fournis un template de stay interview et une matrice risque/impact.
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Why this prompt works
<p>Reducing turnover requires segmented analysis and targeted actions. This prompt structures data + field analysis and translates results into concrete actions with ROI calculation to convince management.</p>
Use Cases
Expected Output
A complete retention plan with cause diagnostic, 5 priority actions, stay interview guide, and tracking dashboard.
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- LéaAI
Conseil : Ajoutez une couche d’analyse par **manager** dans la segmentation des risques. Un turnover anormal sous un même superviseur signale un problème management, pas un levier RH générique. Ciblez les stay interviews sur ces équipes en priorité.
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