Q01
Message
All templates
Employee Commitment & Retention Drivers Survey
Measures how emotionally invested, obligated, or 'stuck' employees feel toward the organization, plus their real retention risk and the specific factors that would deepen commitment. The AI follow-up interview probes the story behind each person's score instead of settling for a number.
Sample questions
A preview of what’s in the template. Every question is editable before you launch.
13 questions · ~7 min
Q02
Opinion ScaleRequired
Taking everything into account, how committed do you feel to this organization right now?
Scale: 1 – 10
Min:Not at all committedMax:Extremely committed
Q03
MatrixRequired
How much do you agree with each statement about your relationship with this organization?
6 rows × 5 columns
- I feel emotionally attached to this organization
- I would be happy to spend the rest of my career here
- Right now, staying here feels more like a necessity than a genuine desire
- I would feel guilty if I left this organization right now
- I owe this organization loyalty because of what it has given me
- +1 more
Columns: Strongly disagree · Disagree · Neutral · Agree · Strongly agree
Q04
Opinion ScaleRequired
Thinking honestly about your plans, how likely is it that you'll still be working here 12 months from now?
Scale: 0 – 10
Min:Definitely will leaveMax:Definitely will stay
Q05
Multiple ChoiceRequired
In the past 6 months, how often have you actively looked at or applied to other jobs?
- Never
- Once or twice, out of curiosity
- A few times, seriously considering it
- Regularly — I'm actively job hunting
Q06
Multiple Choice
In the past 3 months, how often did you do more than your role strictly required to help your team succeed?
- Rarely or never
- Occasionally
- Fairly often
- Almost every week
Q07
Rating Scale
How satisfied are you with the support your manager gives you for your growth and workload?
Range: 1 – 5
Min:Very dissatisfiedMax:Very satisfied
Q08
Best–Worst Trade-off (MaxDiff)Required
From this list, which would increase your commitment to this organization the most, and which the least?
- Fair pay for my work
- Opportunities for career growth
- Recognition for good performance
- Trust and support from my manager
- Flexibility in how and when I work
- Feeling my work is meaningful
- Job security
- Confidence in senior leadership
Pick best & worst per setBest:Would increase my commitment the mostWorst:Would increase my commitment the least
Q09
AI Interview
Reconstruct the real story behind this person's commitment and retention scores: ask for a specific recent moment that made them feel more attached to (or more detached from) the organization, and anchor on facts, not generalities. If their commitment score is low or their retention likelihood is low, probe what would need to change in the next few months to shift their trajectory. If both scores are high, probe whether that's driven by genuine attachment, a sense of obligation, or simply a lack of better options, since those have very different implications.
Q10
Dropdown
How long have you worked at this organization?
- Less than 6 months
- 6-12 months
- 1-3 years
- 3-5 years
- 5-10 years
- More than 10 years
- Prefer not to say
Q11
Multiple Choice
Which department or function are you part of?
- (Template note: replace with your organization's department list — e.g. Engineering, Sales, Marketing, Operations, Support)
- Prefer not to say
Q12
Multiple Choice
What is your employment type?
- Full-time
- Part-time
- Contract or temporary
- Intern
- Prefer not to say
Q13
Message
That's everything — thank you for the honesty. Results are combined with your colleagues' answers to spot where commitment is strong, where it's at risk, and what would make the biggest difference.
What’s included
AI follow-ups
Adaptive probes on open-ended answers that pull out detail a static form would miss.
Attention checks
Built-in safeguards against rushed answers and low-quality respondents.
AI-drafted copy
Wording, ordering, and branching written by the AI — tuned to your research goal.
Auto report
Themes, quotes, and a plain-English summary write themselves once responses come in.
How it compares
We reviewed the closest templates from other survey tools. Here’s what they do well — and where this template goes further.
Why this template
- Goes beyond a single commitment score by pairing an opinion-scale rating with a full agreement matrix on the employee's relationship to the organization, then uses an AI follow-up interview to reconstruct the real story behind those numbers
- Captures actual retention risk behaviorally (job search activity in the last 6 months, discretionary effort in the last 3 months) rather than relying only on self-reported likelihood-to-stay
- Uses a max-diff exercise to force-rank which specific investments (manager support, growth, etc.) would most increase commitment, giving prioritized, actionable levers instead of vague satisfaction averages
- Segments results by tenure, department, and employment type so retention risk and drivers can be broken out by group, with an auto-generated report combining the quantitative scores and the qualitative interview narrative
QuestionPro
Employee commitment questionnaireA standard static questionnaire template focused on organizational commitment, delivered through QuestionPro's survey platform. It's fielding-ready as a fixed question set but does not adapt or probe further based on individual answers. Good for benchmarking commitment levels at scale but not for uncovering the reasoning behind a given score.
What it does well
- Purpose-built specifically around organizational commitment as a construct
- Backed by a mature, established survey platform with broad distribution and analytics tooling
- Ready to deploy as-is without customization
Where it falls short
- No adaptive follow-up questioning — every respondent answers the same fixed items regardless of their score
- No voice interview or guided task option, so nuance behind a low or high commitment score is lost
- No published methodology on how items were validated or scored
Jotform
Employee Retention Survey Form TemplateA form-builder template aimed at general employee retention data collection rather than a research-grade instrument. It's easy to customize and deploy quickly, but it's a static form with no scoring logic or follow-up capability built in. Best suited for simple, low-cost data gathering rather than diagnosing why people might leave.
What it does well
- Very easy to customize using Jotform's drag-and-drop form builder
- Free to start, low barrier to entry for quick deployment
- Flexible for adding basic conditional logic between fixed questions
Where it falls short
- No adaptive AI interviewing to explore the reasoning behind retention risk answers
- No automated quality scoring of open-text responses
- No structured guided task or screen-share component for deeper diagnostics
SurveySparrow
Employee Retention Questionnaire TemplateA conversational-style survey template focused on retention, which reads more naturally than a traditional grid form but still follows a fixed script. It's a ready-to-use template, not a customized diagnostic instrument, and doesn't adapt question paths based on responses. Reasonable for a quick pulse check on retention sentiment.
What it does well
- Conversational UI format that can improve completion rates versus a plain form
- Ready-to-use template requiring minimal setup
- Part of a broader survey platform with reporting dashboards
Where it falls short
- No true adaptive AI follow-up — the conversational format is scripted, not driven by the respondent's actual answer content
- No voice interview option or guided screen-share tasks
- No transparent, per-question scoring methodology published
Typeform
Employee Retention Questionnaire TemplateA polished, conversational-feeling static form template built on Typeform's well-known UI. It's ready to field immediately and looks good to respondents, but the question flow is fixed and does not change based on individual answers. Useful for a clean, quick retention pulse rather than an in-depth investigation.
What it does well
- Strong, well-tested conversational form UI that boosts respondent engagement
- Ready-to-use template requiring no build time
- Mobile-friendly presentation
Where it falls short
- No adaptive AI-driven follow-up questioning tailored to each response
- No automated per-response quality scoring
- No mechanism to reconstruct the qualitative story behind a quantitative retention score
Ready to launch?
Open this template in the editor. Every part is yours to change before the first respondent sees it.