What part of your work would you most want to keep?
Identify work that the person wants to retain, rather than treating the conversation only as a search for problems.
People at work / Survey guide
People at work · Practical field guide
Employee stay interview survey
Understand what encourages current employees to stay before an exit decision occurs.
Opens product registration. Example questions are not imported automatically.
BEFORE YOU INVITE PEOPLE
Local planning aid. No answers are submitted or saved.
A useful starting point
A questionnaire for employee stay interview.
Understand what encourages current employees to stay before an exit decision occurs. Choose the questions that fit the experience you are investigating; avoid asking people to evaluate a step they did not encounter.
If nothing was unclear or difficult, say so. Skip questions about steps you did not experience; use not applicable where appropriate.
What recurring frustration could make you consider leaving?
Ask about a recurring frustration without requiring a commitment to stay or disclosure of other job applications.
What change would make the coming year more worthwhile?
Find a change with a concrete effect on the coming year; avoid implying that every request can be granted.
Which responsibility would you like to develop?
Connect a desired responsibility to development options and check whether it fits the person's current workload.
What should the team revisit after this conversation?
Agree a topic to revisit so the conversation produces follow-through rather than an undocumented retention promise.
If nothing was unclear or difficult, say so. Skip questions about steps you did not experience; use not applicable where appropriate. What part of your work would you most want to keep? What recurring frustration could make you consider leaving? What change would make the coming year more worthwhile? Which responsibility would you like to develop? What should the team revisit after this conversation?
Download the questions as text ↓
Examples to adapt, rather than a validated research instrument.
Choose the response format
Make room for the explanation.
| Question | Suggested format | What to preserve |
|---|---|---|
| What part of your work would you most want to keep? | Short open text | Identify work that the person wants to retain, rather than treating the conversation only as a search for problems. |
| What recurring frustration could make you consider leaving? | Short open text | Ask about a recurring frustration without requiring a commitment to stay or disclosure of other job applications. |
| What change would make the coming year more worthwhile? | Short open text | Find a change with a concrete effect on the coming year; avoid implying that every request can be granted. |
| Which responsibility would you like to develop? | Short open text | Connect a desired responsibility to development options and check whether it fits the person's current workload. |
| What should the team revisit after this conversation? | Short open text | Agree a topic to revisit so the conversation produces follow-through rather than an undocumented retention promise. |
Make questions optional where appropriate. If you add a rating scale, label its endpoints, keep one idea per question, and retain a follow-up for reasons. These examples are not a validated measurement instrument.
Before you send it
Check what your wording assumes.
Would you agree that employee stay interview was a completely positive experience?
What part of your work would you most want to keep?
The initial wording assumes a positive evaluation. The revised question asks about the actual situation so a respondent can describe difficulty, uncertainty, or a different experience.
Read the answers carefully
What the answers cannot tell you.
Do not treat stated intentions as a retention prediction.
Illustrative employees value their work but want a clearer development opportunity. This is an illustrative interpretation problem rather than a real customer result. Agree on a realistic development discussion and check progress later.
A worked interpretation example
From a comment to a practical next step.
Illustrative scenario. These are not customer results.
Keep the finding specific
Illustrative employees value their work but want a clearer development opportunity.
Choose an action to test
Agree on a realistic development discussion and check progress later.
Check the experience again
After testing the action, revisit this original observation: Illustrative employees value their work but want a clearer development opportunity. Repeat the relevant experience prompts with people who encountered the change. Compare specific explanations and sample differences; do not claim causation from the before-and-after responses.
From question to next step
Make the feedback useful.
Set the decision
Write down the decision you want this questionnaire to support: understand what encourages current employees to stay before an exit decision occurs.
Invite relevant voices
Invite people who experienced the relevant situation. Explain response handling and include an optional skip or not-applicable route. Do not treat stated intentions as a retention prediction.
Choose an action
Agree on a realistic development discussion and check progress later.
Before you send it
Questions, answered.
What should I learn from this employee stay interview questionnaire?
Understand what encourages current employees to stay before an exit decision occurs. Start with one decision you can act on rather than using the survey to confirm a preferred answer.
What should I look for in the answer to “What recurring frustration could make you consider leaving?”?
Ask about a recurring frustration without requiring a commitment to stay or disclosure of other job applications.
What would a practical next action look like?
Agree on a realistic development discussion and check progress later. This is an example action to investigate, not a guaranteed improvement.
When should I send this questionnaire?
Ask after respondents have experienced the specific situation in the first prompt: “What part of your work would you most want to keep?” Allow enough time after a proposed change for people to experience it before repeating the questionnaire.
What should I check after changing the process?
After testing the action, revisit this original observation: Illustrative employees value their work but want a clearer development opportunity. Repeat the relevant experience prompts with people who encountered the change. Compare specific explanations and sample differences; do not claim causation from the before-and-after responses.
Can I use these questions in SurveyTeams?
Copy the questions or download TXT, CSV, JSON, or a Markdown worksheet and adapt them in your own survey. The product CTA opens registration and does not import the example. Verify the features and terms available in your account.
Does the product screenshot contain this questionnaire?
It shows a separate synthetic event-feedback example used to demonstrate the real builder. Copy or download the questions on this page and adapt them in your own draft. Registration does not import them automatically.
Inside the product
Build and preview your questionnaire in SurveyTeams
Give the feedback request a clear purpose and explain who will read the answers before you add questions. The actual product screenshot shows a separate synthetic post-event demonstration; the example questions on this page are not already loaded in the product.
- Start a manual draft with a title that tells respondents why you are asking. Understand what encourages current employees to stay before an exit decision occurs.
- Copy or download the relevant example questions above, then create and add the questions in your draft. Review the question notes before deciding which prompts to keep.
- Check the respondent preview, especially this wording: “What part of your work would you most want to keep?” Include a way to say none or not applicable, and review your response-handling instructions.
Screenshots demonstrate creation and preview. Distribution and results are separate steps; availability varies by account and plan.
Build with SurveyTeams
Build your own employee stay interview questionnaire.
Use these examples to draft your questionnaire. Create a survey draft, add questions, and check the respondent preview in SurveyTeams. Additional features depend on your account and plan.
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