50+ Employee Retention Survey Questions to Ask Your Team [Guide + Examples]

“The cost to replace an employee can range between one-half to two times the employee’s annual salary.” – Gallup

That’s a staggering statistic that shows how losing valuable employees not only drains your budget but also disrupts productivity, team morale, and even your company culture.

But what if you could better understand your employees’ needs, motivations, and pain points before they head for the door?

In this guide, we’ll equip you with 50+ insightful employee retention survey questions to help you unlock the secrets to keeping your best people engaged and thriving.

What Is an Employee Retention Survey?

An employee retention survey is a tool for gathering feedback from employees to understand their job satisfaction, identify factors influencing their decision to stay, and address potential turnover risks.

Let’s understand the concept better with an often-familiar scenario: you’re leading a team, and things seem to be going well. Projects are on track, everyone shows up on time, and there haven’t been any major conflicts. But beneath the surface, a sense of unease is brewing.

X feels undervalued because their innovative ideas are consistently overlooked. Y is struggling with burnout from long hours and a lack of work-life balance. And Z is quietly searching for new opportunities because they can’t see a clear path for career growth within the company.

You, as their manager, are oblivious to these simmering issues. Then, one by one, your team members start handing in their resignations. You’re left scrambling to fill positions, onboard new hires, and deal with the inevitable disruption to productivity and team dynamics.

This scenario, while fictional, highlights the critical need for proactive measures to understand and address employee concerns before they lead to turnover. And that’s where employee retention surveys come in.

These surveys act as a confidential feedback mechanism, allowing your team to express their honest thoughts and feelings about their work experience. They provide valuable insights into:

• Job satisfaction levels: Are employees generally happy with their roles, responsibilities, and work environment?
• Sources of stress and dissatisfaction: Are there any pain points causing frustration, burnout, or a desire to leave?
• Motivations and priorities: What do employees value most in their jobs? Is it compensation, work-life balance, recognition, or opportunities for growth?
• Perceptions of leadership and management: Do employees feel supported, valued, and effectively managed?

By gathering this crucial data, you can identify potential problems early on, address concerns proactively, and create a workplace where employees feel heard, valued, and motivated to stay.

What Are the Benefits of Using an Employee Retention Survey?

Ever wish you could read your employees’ minds? Well, an employee retention survey is the next best thing. It’s a powerful tool that helps you understand what your team really thinks and feels about working at your company.

Here’s why you should consider using one:

• Expose hidden issues: Sometimes, problems simmer beneath the surface. Surveys can reveal those hidden frustrations, like lack of recognition or unclear career paths before they lead to people quitting.
• Make smarter decisions: Instead of guessing what your employees need, get direct feedback. This helps you make better choices about benefits, work-life balance and create a positive work environment.
• Boost morale: Want a happier, more engaged team? Show your employees that their opinions matter. When people feel heard, they’re more likely to be productive and committed to your company’s success.
• Save time and money: Losing employees is costly. Surveys can help you reduce turnover by addressing the root causes of dissatisfaction, saving you the hassle of constantly recruiting and training new hires.
• Build a stronger company culture: Create a workplace where people feel comfortable speaking their minds. Surveys foster open communication and help you build a more positive and supportive environment.
  

Employee retention surveys are a valuable investment in your team’s well-being and your company’s success. They help you create a workplace where people feel valued, motivated, and eager to contribute their best work.

Examples of Employee Retention Survey Questions

Here are some sample survey questions that will help you gather valuable insights into your team’s engagement, needs, and aspirations. Let’s get started!

1. Employee Engagement Survey Questions

What it is: These questions gauge how enthusiastic and connected employees feel to their work and the company. They assess factors like motivation, commitment, and pride in their work.

Why you need it: Engaged employees are more productive, creative, and less likely to leave. These surveys help you identify areas where you can boost enthusiasm and foster a more positive work environment.

Where it’s applicable: These are essential for any company that wants to improve employee morale, productivity, and retention.

Use This Template

Question Examples:

1. On a scale of 1 to 5, how enthusiastic do you feel about coming to work each day?
2. How often do you feel energized and motivated by your work?
3. Do you feel a sense of pride in your contributions to the company?
4. How connected do you feel to the company’s mission and values?
5. Do you feel your work makes a meaningful difference?
6. How often do you go above and beyond your regular job duties?
7. Do you feel comfortable sharing your ideas and opinions at work?
8. How likely are you to recommend this company as a great place to work?
9. Do you have the resources and support you need to do your job effectively?
10. Do you see yourself working at this company in two years?

2. Survey Questions about Company Culture

What it is: These questions explore employees’ perceptions of the overall work environment, including values, communication styles, leadership, and relationships between colleagues.

Why you need it: A positive company culture attracts and retains top talent. These surveys help you understand how employees experience your culture and identify areas for improvement.

Where it’s applicable: Crucial for any company, but especially important during periods of growth, change, or mergers, where cultural alignment is key.

Question Examples:

1. How would you describe our company culture in three words?
2. Do you feel our company values are reflected in our daily work?
3. How effectively does leadership communicate with employees?
4. Do you feel comfortable being yourself at work?
5. Do you feel like you belong at this company?
6. How would you rate the level of collaboration and teamwork within your department?
7. Do you feel supported by your colleagues?
8. How would you describe the work-life balance at this company?
9. Do you feel that diversity and inclusion are valued here?
10. Is there anything you would change about our company culture?

3. Survey Questions about Career Development

What it is: These questions assess employees’ satisfaction with opportunities for growth, training, and advancement within the company.

Why you need it: Employees want to learn and grow. These surveys help you understand their aspirations and identify any roadblocks hindering their development.

Where it’s applicable: Important for companies of all sizes, but particularly relevant for those with a younger workforce or industries with rapid technological advancements.

Question Examples:

1. Do you feel your job provides you with opportunities to learn and grow?
2. Are you satisfied with the training and development opportunities offered by the company?
3. Do you have a clear understanding of your career path within the company?
4. Does your manager support your professional development goals?
5. Do you feel challenged in your current role?
6. Are you interested in taking on new responsibilities?
7. Do you feel the company provides adequate opportunities for advancement?
8. Have you had any discussions with your manager about your career goals?
9. What skills or knowledge would you like to develop further?
10. How can the company better support your career development?

4. Survey Questions about Compensation and Perks

What it is: These questions gauge employee satisfaction with their salary, benefits, and other perks offered by the company.

Why you need it: Competitive compensation and benefits are essential for attracting and retaining talent. These surveys help you understand if your offerings are meeting employee expectations.

Where it’s applicable: Important for all companies, but particularly relevant in competitive industries or during times of economic uncertainty.

Question Examples:

1. How satisfied are you with your current salary?
2. Do you feel your compensation is fair compared to similar roles in other companies?
3. How satisfied are you with the company’s benefits package (health insurance, retirement plan, etc.)?
4. Are there any benefits you wish the company offered?
5. How satisfied are you with the company’s vacation policy?
6. Do you feel the company offers sufficient work-life balance?
7. Are you satisfied with the company’s employee assistance program (EAP)?
8. How satisfied are you with the company’s flexible work arrangements (if applicable)?
9. Do you feel valued and appreciated for your contributions to the company?
10. Are there any other perks or benefits that would improve your overall job satisfaction?

5. Survey Questions about Management

What it is: These questions assess employees’ perceptions of their managers’ effectiveness, communication style, leadership, and support.

Why you need it: Good managers are crucial for employee morale and retention. These surveys provide valuable feedback on management practices and identify areas for improvement.

Where it’s applicable: Essential for all companies, as effective management is a key driver of employee satisfaction and performance.

Question Examples:

1. How effectively does your manager communicate with you?
2. Do you feel your manager provides you with clear expectations and goals?
3. Does your manager provide you with regular feedback on your performance?
4. Do you feel comfortable approaching your manager with questions or concerns?
5. Does your manager support your professional development?
6. Do you feel your manager values your contributions to the team?
7. How would you describe your manager’s leadership style?
8. Do you feel your manager creates a positive and supportive work environment?
9. Is there anything your manager could do to improve your work experience?
10. Do you feel your manager treats all team members fairly and respectfully?

Remember to tailor these questions to your specific company and workforce. You can use a mix of multiple-choice, rating scales, and open-ended questions to gather both quantitative and qualitative data. Most importantly, be sure to act on the feedback you receive to show your employees that their opinions matter and that you’re committed to creating a better workplace.

40 Employee Retention Questions to Include in Your Survey

To make the most of your employee retention survey, it’s important to include a variety of question types. This ensures you gather both quantitative and qualitative data, providing a comprehensive view of your employees’ experiences and needs. Here’s a breakdown of different question types and examples:

1. Yes/No Retention Survey Questions

These are straightforward questions that provide quick insights into specific aspects of the employee experience.

• Do you feel valued for your contributions to the company?
• Do you have the resources and support you need to do your job effectively?
• Do you feel comfortable sharing your ideas and opinions at work?
• Do you see yourself working at this company in one year?
• Would you recommend this company as a great place to work?

2. Scaled Retention Survey Questions

These questions allow employees to express their level of agreement or satisfaction on a numerical scale.

3. 5-answer Likert-scale Questions

• I feel my job provides me with opportunities to learn and grow. (Strongly Disagree to Strongly Agree)
• I am satisfied with the training and development opportunities offered by the company. (Strongly Disagree to Strongly Agree)
• I feel my manager supports my professional development goals. (Strongly Disagree to Strongly Agree)
• I feel I have a good work-life balance. (Strongly Disagree to Strongly Agree)
• I am satisfied with the company’s communication about important matters. (Strongly Disagree to Strongly Agree)

4. 1-to-10 Scale Questions

• On a scale of 1 to 10, how likely are you to recommend this company as a place to work?
• On a scale of 1 to 10, how satisfied are you with your current salary?
• On a scale of 1 to 10, how satisfied are you with the company’s benefits package?
• On a scale of 1 to 10, how would you rate your work-life balance?
• On a scale of 1 to 10, how would you rate the level of teamwork within your department?

5. Open-Ended Retention Survey Questions

These questions encourage employees to provide detailed feedback and express their thoughts and feelings in their own words.

• What do you enjoy most about working at this company?
• What are the biggest challenges you face in your current role?
• What could the company do to improve your work experience?
• What are your career goals for the next year?
• How can the company better support your professional development?
• What are your suggestions for improving communication within the company?
• What are your thoughts on the company’s culture and values?
• Do you have any other feedback or suggestions you would like to share?

How to Use Your Employee Retention Survey Data?

Collecting employee feedback is only the first step. To truly make a difference, you need to analyze the data and take action based on what you learn. Here’s how:

Analyze the Data

Look for patterns in the responses. Are certain issues mentioned repeatedly? Use charts and graphs to visualize the data. What are the overall satisfaction scores? What percentage of employees are considering leaving?

Analyze responses by department, tenure, or role. Are there specific concerns within certain teams? Based on the data, which issues have the biggest impact on employee retention?

Take Action

Communicate the key findings to your employees. Transparency builds trust. Create specific plans to address the issues identified in the survey.

This might involve improving communication, offering more training, or revising compensation and benefits. Put your action plans into motion and track your progress.

Conduct follow-up surveys to measure the effectiveness of your changes.

Key Considerations

Ensure all responses remain anonymous. Be open and honest about the survey results and your plans for action. Assign responsibility for implementing changes. Regularly collect feedback and make adjustments as needed.

Employee Retention Survey Best Practices

Creating and administering an effective employee retention survey requires careful planning and execution. Here are some best practices to ensure you gather valuable data and use it to make a real difference:

• Targeted Questions: Focus on questions that are relevant to your objectives and will provide actionable insights. Avoid generic questions that don’t provide specific information.
• Concise and Clear Language: Keep the language simple and avoid jargon or technical terms. Ensure questions are easy to understand and unambiguous.

• Anonymity: Guarantee anonymity to encourage honest feedback. Employees need to feel safe to share their true opinions without fear of repercussions.
• Accessibility: Make the survey easily accessible on various devices (desktops, laptops, mobile phones) to maximize participation.

• Timely Follow-Up: Implement changes promptly and track your progress. Conduct follow-up surveys to measure the effectiveness of your initiatives.

• Keep it Short: Aim for a survey that can be completed in 15-20 minutes to avoid survey fatigue.
• Incentivize Participation: Consider offering small incentives to encourage participation, such as gift cards or extra break time.

By following these best practices, you can ensure your employee retention survey is a valuable tool for gathering insights, improving employee engagement, and reducing turnover.

Craft Compelling Employee Retention Surveys to Retain Your Top Talents

Employee retention surveys are powerful tools for understanding your team’s needs and creating a thriving workplace. By gathering feedback and taking action, you can foster a culture of engagement and reduce costly turnover.

To maximize survey effectiveness, ensure anonymity to encourage honest feedback and actively involve managers in communicating the survey’s purpose and acting on the results.

To streamline your survey process, consider using a robust survey tool like ProProfs Survey Maker. It offers features like AI surveys, pre-built templates, customizable questions, and advanced reporting – everything that you need to design your surveys effortlessly.

Let’s build a workplace where your team thrives!

Learn More About Employee Retention Survey Questions

1. Why use an employee retention survey?
Employee retention surveys help identify factors contributing to job satisfaction or dissatisfaction, allowing organizations to address issues, boost engagement, and reduce turnover.

2. When to use employee retention surveys?
These surveys are best used periodically or after key organizational changes to assess morale, understand retention risks, and gather actionable insights.

3. What is the best way to measure employee retention?
The most effective way is to combine retention surveys with metrics like turnover rates, employee tenure, and feedback analysis to gain a complete understanding of retention trends.

4. How often should I implement employee retention surveys?
Conducting these surveys annually or semi-annually is ideal, though frequency can increase during times of significant organizational changes.

5. What should I do with the results of an employee retention survey?
Use the insights to identify trends, address concerns, create action plans, and improve workplace policies and practices to enhance retention.