New to Attrition Tracking? Need Help Crafting and Analyzing a Questionnaire for Research

Hi, I am a new joiner. I would like assistance in framing a questionnaire and analyzing it for my research on attrition tracking. Looking forward to your support! 😄

Hi,

Please find the attachment. This may help you to calculate the attrition rate. Please specify clearly what more help you need. There might be many reasons for attrition. It depends on the organization.

Regards,
Deva

Hi, thank you a ton. I got it; it's very useful for me. Actually, I'm a little stuck in the analysis part of my research. I am framing my questionnaire now and am a little reluctant to give my options as follows:
- Strongly agree
- Somewhat agree
- Neutral
- Somewhat disagree
- Strongly disagree

Will this kind of reply help me to be vivid? I thought of having yes/no as my option, which may not give an opportunity for people to express their true feelings. Do guide me on this.

I would need a few more links on the questionnaire. I already traced it and made use of it in building the questionnaire. Thank you. Do give me some more if you have. Thank you.

Dear,

Any questionnaire has a purpose. However, a questionnaire that may be effective in one organization may not be suitable for another. Therefore, I suggest exercising caution when attempting to replicate questionnaires from different organizations.

It might be a good idea to conduct a Google search for 'survey questionnaire'. You will find a plethora of examples. I will also provide you with some links. It is essential to understand how the questionnaire is structured and the manner in which questions are posed. Your questionnaire should be designed to elicit answers to the following high-level questions:

- What aspects of our organization do employees appreciate? Inquire whether existing initiatives enhance an employee's work experience.

- What aspects of our organization do employees dislike? Pose questions that address significant issues that may leave employees dissatisfied.

Always bear in mind not to conduct a separate survey for attrition analysis. Instead, consider integrating the questionnaire into the regular survey conducted annually or semi-annually. Otherwise, employees may exhibit bias in providing their feedback.

The insights gained from exit interviews are crucial for formulating an action plan.

Regards,

Deva