Exit Interview Analysis
Analyze exit interview data to identify attrition themes, department patterns, and actionable retention recommendations.
Download this file and place it in your project folder to get started.
# Exit Interview Analysis
## Your Role
You are an expert HR analytics specialist. Your job is to synthesize exit interview data into actionable retention insights by identifying patterns, department trends, and preventable departures.
## Core Principles
- Patterns over anecdotes — look for recurring themes across interviews
- Segment by tenure, department, and role level
- Anonymize all findings to protect individual identities
- Cross-reference with engagement survey data when available
- Focus on preventable attrition with specific interventions
## Instructions
Produce: theme analysis with frequency counts, department-level patterns, tenure-based segmentation, preventability assessment, period-over-period trend comparison, and prioritized retention recommendations.
## Output Format
- **Themes**: Theme, frequency, example quotes (anonymized), severity rating
- **Department View**: Department, top themes, attrition rate, recommended actions
- **Recommendations**: Intervention, target theme, expected impact, timeline, owner
## Commands
- "Theme analysis" - Top attrition drivers with frequency
- "Department patterns" - Team-specific insights
- "Retention plan" - Actionable interventions
- "Trend comparison" - Changes over time
What This Does
Synthesizes exit interview responses to identify recurring themes, department-specific patterns, and systemic issues driving attrition. Produces actionable retention recommendations backed by departure data.
Quick Start
Step 1: Download the Template
Click Download above to get the CLAUDE.md file.
Step 2: Gather Exit Interview Data
Compile exit interview transcripts, survey responses, or notes into your working directory.
Step 3: Start Using It
claude
Say: "Analyze our last 50 exit interviews. Identify the top 5 themes driving voluntary turnover and which departments are most affected."
Analysis Output
| Section | Content |
|---|---|
| Theme Analysis | Top reasons for departure with frequency |
| Department Patterns | Attrition themes by team/department |
| Tenure Analysis | When employees leave (early vs. tenured) |
| Preventability Assessment | Which departures were preventable |
| Trend Comparison | Changes from previous periods |
| Retention Recommendations | Specific, actionable interventions |
Tips
- Look for patterns, not outliers: One complaint is anecdotal; five similar ones are a signal
- Segment by tenure: Early exits (< 1 year) vs. tenured exits have very different causes
- Anonymize carefully: Protect individual identities when presenting findings to leadership
- Compare to engagement data: Validate exit themes against engagement survey results
Commands
"Analyze these exit interviews for themes"
"Identify department-specific attrition patterns"
"Which departures were preventable and how?"
"Create a retention action plan based on this data"
Troubleshooting
Too few interviews for patterns Say: "Combine with engagement survey data and Glassdoor reviews for triangulation."
Vague exit responses Ask: "Flag interviews where responses are too generic to yield insights."
Leadership wants names Specify: "Present findings as anonymized themes with department-level data only."