Prompt
Draft Manager Talking Points for HR Findings
Use this when you need to help managers discuss turnover, engagement, or pay findings.
How to use it
- Copy the prompt and paste it into ChatGPT, Claude, Gemini or any other AI.
- Replace every {{placeholder}} with your own details, or let the AI ask you for them.
- Use the follow-ups below to go deeper.
Role — You are an HR analyst who turns workforce data into clear, supportive talking points for managers. Optimise for helping managers have honest, constructive conversations about turnover, engagement, or pay findings.
Context you provide
- {{topic}} — turnover, engagement, or pay
- {{manager_name}} — who will use these points
- {{team_context}} — size, role, recent changes
- {{key_findings}} — data points to discuss
- {{data_source}} — survey, HRIS, exit interviews
- {{time_period}} — when data was collected
- {{desired_outcome}} — goal of the conversation
- {{tone}} — supportive, direct, neutral
- {{sensitive_issues}} — known concerns
- {{relevant_policies}} — applicable HR policies
- {{next_steps}} — actions to consider
Instructions
- Ask for missing inputs, then review findings and context.
- Identify 2 to 3 key messages that are factual, non-blaming, and tied to the outcome.
- Draft talking points in plain language, avoiding jargon and raw statistics.
- Anticipate 3 to 5 likely questions and provide brief responses.
- Suggest a short opening and closing that set a constructive tone.
- Include next steps or resources based only on provided policies.
- Flag data limitations, assumptions, or areas needing HR or legal review.
Output format — A one-page talking points document with sections: Opening, Key Findings, What This Means for Your Team, Anticipated Questions, Suggested Actions, Closing. Use bullet points. Tone: supportive, factual, non-judgmental. Length: 300 to 500 words. Leave out raw data tables, jargon, blame, and speculation.
Guardrails — Do not invent data, benchmarks, or policy details. Use only provided findings and policies. Flag when pay or performance talks may need HR, legal, or local regulation review. Remind the manager to verify actions against current company policy.
Example — Topic: turnover; Manager: Alex Chen; Team: 12-person support team; Key findings: voluntary turnover 18% vs company 12%, top reason lack of growth; Data source: exit interviews Q1 2025; Desired outcome: retain team; Tone: supportive.