How to create an employee retention program (leading with surveys)

1) Improve your recruiting and onboarding

Even if you think your organisation already does a great job of preparing new employees for their careers, employee feedback can always help you refine your program further – particularly if you are an organisation implementing a high volume recruitment strategy.

Your new employees’ fresh perspectives, along with their experiences onboarding at their previous companies, contain a wealth of information that you can tap into and use to improve the onboarding experience and even reduce employee turnover at your organisation.

According to a 2022 study conducted by Paychex –  only 7% of employees who felt well-trained after onboarding planned to leave their jobs soon, while 70% said they planned to stay.

How can surveys support onboarding?

• Pinpoint areas to improve onboarding
• Improve your employer brand
• Create a culture employees value
• Give you feedback on your recruitment process
• Give you feedback on job description impact

Onboarding survey questions (examples)

• I felt the interview process allowed me to showcase my skills and experience
• How did you feel about the length of the interview process?
• I was given a clear understanding of our onboarding process in advance
• I received the materials I needed for onboarding promptly, without having to ask
• I had a clear idea of what to do (and where to go) on my first day
• The team did their best to make me feel welcome ahead of my first day
• I clearly understand what is expected from me in my current role
• I have all the resources I need to be successful in my role
• The training I received prepared me for my job

2) Create a workplace recognition program

People want to feel valued and appreciated for their efforts – it’s human nature – which is why employee recognition is a crucial aspect of retaining top talent.

However it seems we have a long way to go – with one Gallup poll suggesting 65% of people feel unappreciated at their job.

Employees who feel like they’re being taken advantage of will likely leave, so providing regular and timely gestures of recognition is critical – these don’t have to be extravagant gestures either – a simple shout-out or handwritten thank you note goes further than you think.

How can surveys enhance recognition?

• Surveys contribute to a culture of recognition and appreciation
• Can help to identify employees who have made significant contributions
• Surveys create opportunity to tailor recognition programs

Recognition survey questions (examples)

• How often do you receive recognition at work?
• How often do you provide recognition to those you work with?
• If I contribute to the organisation’s success, I know I will be recognised.
• Which types of behaviours and achievements are recognised most often?
• Which behaviours and achievements do you feel aren’t being recognised enough?
• How would you prefer to be recognised for your hard work and achievements?
• How do you feel about the recognition and rewards you receive for your contributions to the organisation?
• How important do you think employee recognition is for our work culture?

Discover Stribe’s recognition tool

3) Invest in leadership and management 

Leadership and management play a central role in influencing employee retention within an organisation.

From communication, support, recognition, development, fairness, and creating a positive culture – managers can influence almost every area of employee engagement and retention. And when they do this well, employees are more likely to be satisfied and committed to their roles, reducing turnover rates.

How can surveys enhance satisfaction with leadership?

• Understand what your employees appreciate most in leaders/managers
• Opportunity for leaders/managers to receive feedback
• Identify training needs and gaps
• Ensure clarity and visibility of goals

Leadership survey questions (examples)

• The leaders at [company] keep people informed about what is happening
• The leaders at [company] have communicated a vision that motivates me
• My manager is a great role model for employees
• My manager helps my team meet goals and succeed
• My manager makes an effort to listen to my ideas
• Leaders and managers at [company] are effective communicators
• I feel supported by the leaders and managers at [organisation]
• Leaders and managers at [organisation] have my best interests in mind
• My manager is effective at resolving conflict when they arise
• My manager is effective in maintaining a positive team culture

4) Review your benefits and rewards

75% of employees are more likely to stay with their employer because of their employee benefits package (AXA Health).

Most employee benefits and perks come with a financial cost – so understanding the benefits that matter to your employees will ensure you don’t waste time and money implementing schemes that don’t reflect their needs.

An employee benefits survey is a valuable tool for gaining this insight, enabling you to see which benefits have the maximum impact.

How can surveys enhance satisfaction with rewards and benefits?

• Measure staff satisfaction with current benefits
• Understand current rewards/benefits usage
• Receive ideas for new rewards and benefits
• Demonstrate you value employees

Benefits survey questions

• How clearly and effectively were our benefits explained to you when you joined our company?
• How satisfied are you overall with the benefits offered by our organisation?
• Which three benefits already offered by our organisation are the most valuable to you?
• How would you rate our [insert benefit here]
• Accessing and using my benefits is a simple and straightforward process.
• I believe my benefits package is good by industry standards.
• What three benefits that we currently don’t offer, would you most like to us introduce?
• How likely are you to recommend the company to others based on the benefits plan?

5) Prioritise wellbeing and work-life balance

Maintaining a healthy balance between work and personal life is increasingly crucial. Organisations that support flexible schedules, remote work options, and paid time off create environments where employees are more likely to stay. What’s more, overworking employees simply isn’t an option for long term success.

With 85% of executives saying they intend to become more responsible for workforce wellbeing over the next one to two years (Deloitte) – how can surveys support this mission?

How can surveys enhance wellbeing and work-life balance?

• Helps you measure and manage workplace wellbeing
• Helps you provide resources that align with employee needs
• Provide an early-warning for arising wellbeing needs
• Surfaces teams that may need additional support

Wellbeing survey questions (examples)

• Overall, how happy did you feel yesterday?
• I believe employee wellbeing is a priority at [organisation]
• My manager checks in regularly about how I am doing (not just work related)
• I know where to get support if my mental health or wellbeing is being impacted
• The mental health and wellbeing support provided by [organisation] improves my health and wellbeing.
• [Organisation] has an inclusive environment in which staff are encourages to talk openly about mental health and wellbeing
• On a scale of 1 to 10, how would you rate your current workload?
• Do you feel that workload is evenly distributed among team members?
• [Organisation] motivates me to give my best job performance

6) Don’t forget exit interviews

The last step to build into your employee retention program is exit interviews.

Conducting exit interviews allows organisations to gain valuable insights into the factors contributing to turnover. By identifying patterns and addressing underlying issues, companies can implement strategies to retain top talent.

Moreover, exit interviews serve as a form of closure for departing employees, allowing them to express concerns and provide feedback. This process can potentially mitigate negative perceptions and even encourage boomerang employees—those who return to the company later in their careers.

With studies showing that turnover can cost a company up to 33% of an employee’s annual salary (Work Institute), it’s evident why exit interviews are imperative for retention efforts.

How can surveys support effective exit interviews?

• Enables systematic collection of feedback from departing employees
• Identifies common reasons for leaving and areas for improvement
• Provides actionable insights for retention strategy adjustments
• Allows for benchmarking and tracking changes over time

Exit interview survey questions (examples)

• What primary factor influenced your decision to leave [organisation]?
• Did you feel your career goals were supported during your time here?
• Were there any specific incidents or concerns that led to your departure?
• Did you receive adequate support and feedback from your manager?
• How would you describe the organisational culture at [organisation]?
• Did you feel valued and appreciated for your contributions?
• Were there any resources or opportunities you felt were lacking in your role?
• Do you believe [organisation] effectively communicates its vision and goals?
• Would you consider returning to work for [organisation] in the future, given the right circumstances?

Want to learn more about surveys and how Stribe can support your team?

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