This Langflow flow implements an exit interview analysis and reporting pipeline.

It starts by ingesting exit interview content (transcripts, written responses, or summarized notes) along with optional metadata such as team, tenure, role, manager, and stated departure reason. A normalization step ensures inputs are consistently formatted and that personally identifying information can be removed or masked when needed.

An analysis stage extracts recurring themes and categorizes feedback into organizational dimensions such as leadership and management, compensation and benefits, workload, career growth, psychological safety, team dynamics, and process friction. The workflow also evaluates sentiment and flags risk signals (e.g., repeated mentions of burnout, inconsistent management expectations, fairness concerns, or toxic behaviors).

A synthesis stage consolidates findings into a structured, executive-ready report that highlights top themes, supporting evidence snippets, affected groups (when metadata is available), and the likely systemic drivers behind the patterns.

Finally, the flow outputs a clear summary with recommended actions and prioritization suggestions so leadership can move from qualitative feedback to concrete interventions and follow-up plans.

The flow can be extended into a full organizational health monitoring system. Add integrations to your HRIS (Workday/BambooHR), survey tools, and ticketing systems to combine exit interviews with engagement surveys and internal signals. Store outputs in a database to trend themes over time, correlate with turnover metrics, and build dashboards by org unit. You can implement anonymization rules, strict taxonomy enforcement for consistent categorization, and human review gates for sensitive topics. Advanced setups can generate manager-specific coaching summaries, create prioritized action plans with owners and timelines, and trigger alerts when high-risk cultural patterns spike in a specific team.