Free Intent to Stay Survey

This question measures the employee's forecasted tenure, helping identify those at risk of leaving. Early detection allows HR teams to tailor retention strategies effectively.

Assessing self-reported commitment offers insight into emotional engagement. Higher scores correlate with lower turnover and stronger organizational loyalty.

This direct question pinpoints potential flight risks and helps capture intent before formal job searches begin. It enables managers to address concerns early.

Alignment with personal aspirations is key to retention; misalignment often leads to dissatisfaction. This insight guides career path adjustments and development planning.

Workload balance affects morale and burnout, which can drive turnover. Understanding satisfaction levels helps optimize task distribution.

This advocacy metric correlates with overall engagement and retention. High willingness to recommend signals strong organizational commitment.

Cultural fit and growth opportunities influence intent to stay significantly. This question highlights areas where culture may need reinforcing.

Perceived appreciation from leadership drives retention. Identifying gaps in manager support can inform targeted training efforts.

Clarity on promotion paths reduces uncertainty and supports long-term planning. Greater transparency often correlates with higher retention rates.

Recognition fuels motivation and loyalty, reducing turnover risk. This question uncovers whether employees feel their efforts matter.

Compensation is a primary retention driver; satisfaction here impacts overall loyalty. This question helps benchmark your offerings against employee expectations.

Work-life harmony is essential for long-term engagement and well-being. Insights here can inform flexible scheduling or remote work policies.

Manager quality directly influences retention; supportive leadership fosters trust and growth. Evaluating feedback effectiveness identifies coaching needs.

Opportunities for skill-building contribute to career progression and loyalty. Responses guide investment in learning programs that matter most.

Perceived fairness in evaluations impacts morale and retention. Highlighting areas of perceived bias allows for process improvements.

Clear communication builds trust and reduces uncertainty. Feedback here points to where leadership can be more open.

Resource availability affects productivity and satisfaction. Identifying gaps helps allocate tools and support where they're most needed.

Inclusion initiatives foster a sense of belonging and respect. This question gauges whether those programs resonate with employees.

Value alignment drives engagement and long-term retention. Understanding alignment can strengthen employer branding efforts.

Comfort and safety in the workplace influence both well-being and retention. Feedback helps prioritize facility upgrades or ergonomic improvements.

This forward-looking question helps model turnover projections. It clarifies when to ramp up retention efforts for different employee segments.

Understanding initial motivators reveals strengths in your employer value proposition. It guides recruitment messaging and retention tactics.

Identifying key retention drivers allows prioritizing resources on what matters most. Tailored interventions can then be developed.

Measuring shifts in commitment highlights whether your engagement efforts are effective. Declines can signal emerging retention risks.

Overall satisfaction ties directly to retention; tracking it over time shows trends. Positive experiences support stronger employer branding.

Loyalty indicates emotional connection and resilience against outside offers. Understanding loyalty levels focuses retention investments.

Willingness to take on more reflects engagement and career optimism. This helps identify potential internal candidates for growth opportunities.

Self-reflection on growth shows whether development goals are top of mind. Frequent reflection often ties to proactive career planning.

Policy support for tenured staff influences loyalty and retention. Feedback drives policy enhancements to reward and engage veterans.

Perceived value of personal development strengthens commitment. Insights guide tailored growth opportunities that reinforce loyalty.

Excitement at work signals intrinsic motivation and engagement. Tracking this helps gauge overall morale trends.

Strong peer relationships boost engagement and loyalty. Identifying disconnects enables team-building interventions.

Shared vision drives commitment and discretionary effort. Measuring inspiration points to where leadership can improve messaging.

Voluntary extra effort indicates high engagement and satisfaction. It correlates with stronger performance and retention.

Recognition fosters a sense of value and loyalty. Understanding recognition gaps informs reward and acknowledgment practices.

Open communication channels support innovation and engagement. Measuring comfort levels highlights areas for cultural improvement.

Trust in leadership underpins employee engagement and loyalty. Low trust scores signal a need for leadership transparency initiatives.

Events and social activities can strengthen team bonds and morale. Feedback helps optimize event planning for maximum impact.

Belonging drives retention, especially in diverse teams. This question identifies inclusion successes and areas for growth.

Willingness to engage in extra programs reflects overall commitment. Insights guide the design of effective employee programs.

Promotion opportunities are a core retention driver for high performers. Satisfaction levels guide career path enhancements.

Clarity on advancement reduces uncertainty and boosts engagement. Measured clarity helps improve communication around promotions.

Regular mentorship supports skill development and retention. Identifying gaps informs mentorship program improvements.

Effective training enhances performance and loyalty. Feedback directs investments to the most valued learning formats.

Confidence in goal attainment correlates with higher engagement. Insights guide support mechanisms to boost employee optimism.

Access to skill-building resources drives retention and performance. Understanding support levels helps allocate training budgets effectively.

Regular goal setting fosters accountability and growth. Tracking frequency highlights where manager training may be needed.

Relevance of learning materials ensures meaningful development. Feedback pinpoints which resources to expand or retire.

Engagement in personal development correlates with retention. This question reveals whether plans are actively driving growth.

Interest in external credentials shows ambition and loyalty. Responses guide support for tuition assistance and certification programs.