Stay Survey
Helps understand what keeps employees at the company and which issues may weaken their desire to stay.
- Sections
- 6
- Questions
- 16
- Who to ask
- Employee from the selected cohort
answers hidden · summary from 5 responses
When to run it
You want to retain key employees before they start looking for a new job. You are running a preventative diagnostic to understand what keeps people (which needs to be reinforced) and what causes doubts (which needs to be fixed right now).
What it shows
The survey is divided into sections. For each one, you'll see separately what's already working and what's getting in people's way.
- Intention to stay
- The overall direction of the intention to continue working at the company over the next 3-6 months.
- Reasons to stay
- What makes continuing to work valuable for the employee: the work, the role, the team, contribution, conditions, and accumulated benefits.
- Internal reasons to leave
- Shows which working conditions within the company push employees to leave.
- Growth, recognition, and fairness
- Shows whether employees see prospects, recognition of their contribution, and a fair exchange with the company.
- Manager and belonging
- Trust in the manager, safety in discussing problems, and connection with the team as reasons for staying.
- Alternatives and exit activation
- To what extent external opportunities and readiness to consider a move lower the barrier to leaving.
What the questions look like
Below are real questions from this survey, one from each section.
-
Over the next 3-6 months, I see my work future in this company.
- What it checks
- Capture a gentle, direct signal of the overall intention to stay: to what extent the employee connects their near-term work future with the current company, without checking loyalty, asking for a promise to stay, or asking about active job searching.
- Scale response
- from “Disagree” to “Agree”
- Open clarification
- What most gets in the way of seeing your near-term work future here?
-
I can name a specific reason why it is valuable for me to continue working here right now.
- What it checks
- Understand whether the employee has a conscious stay anchor and what type of value they name as the main one: the work itself, the role, the team, conditions, contribution, or accumulated advantages.
- Scale response
- from “Disagree” to “Agree”
- Open clarification
- What is currently missing for continuing to work here to feel valuable?
-
The current pace and amount of work allow me to maintain my work energy without building up overload.
- What it checks
- Understand whether the current workload is becoming an internal factor that pushes employees to leave through work conditions, pace, and the ability to recover.
- Scale response
- from “Disagree” to “Agree”
- Open clarification
- What about the current pace or volume of work creates the greatest overload?
The score shows where the tension is, and people’s words show why it arose. How these answers come together into an overall picture is explained in methodology.
What’s in the report
The report will show employees’ current intention to stay with the company, highlight key retention anchors, and identify risk factors. You will see how growth, the manager, and internal friction affect the desire to leave, and how open people are to external offers.
The report isn’t reduced to a single score. It shows growth points — recurring themes and work tensions visible across several people at once. Each one is compiled from anonymized summaries — individual responses don’t make it into the report. What happens to the report next is covered in the full workflow.
Survey sections
From finding to verification
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Launch “Stay Survey” in your organization
The survey is already assembled: sections, questions, and the report layout are ready. All you need to do is decide who to ask and give people access.