Although the chaotic days of the Great Resignation may be over, it’s still critically important to understand what drives employee attrition and turnover in your organization. Read on for key insights and helpful survey questions that can help you analyze your workforce, plan for organizational changes, and reduce employee turnover.
Compared to the Great Resignation period during and after the pandemic, employees are choosing to remain in their jobs longer these days—likely as a result of an environment of economic uncertainty and the rapid technological change brought about by AI.
Data proves this is the case. A survey by Mercer reports that the average voluntary turnover rate in the U.S. from 2024 to 2025 was 13.0%. By comparison, the 2023 survey reported an average of 17.3%. And, the Bureau of Labor Statistics (BLS) finds the “quits rate” (the number of quits during a month as a percent of employment), has fallen from an all-time high rate of 2.8% in 2022 to 1.9% in August 2025 (preliminary data).
This new era of “job hugging” gives your organization an opportunity to understand how employees feel about their work and uncover the root causes of turnover so you can make strategic changes, ward off potential turnover and retain key talent.
What’s the difference between employee attrition and turnover?
Before we get into the questions that can help you predict why employees might leave your organization, let’s review what we mean by employee attrition and turnover. These terms are often used interchangeably but are actually different.
What is employee attrition?
Employee attrition refers to the ongoing process of employees leaving an organization due to life changes or organizational needs. These are often unpreventable things like retirement, moving, or organizational restructuring. In many cases, organizations may choose not to replace these employees.
What is employee turnover?
Employee turnover measures the number of employees who leave for another position or are fired for cause. Unlike employee attrition, many instances of employee turnover can be prevented by addressing unmet needs, improving the lines of communication and relationship between managers and their employees, or adjusting salaries.
Employee survey template to predict attrition and turnover.
An employee survey about attrition and turnover can give you a glimpse of your future workforce.
Knowing how many of your employees are thinking about leaving—and why that’s the case—allows you to create strategic retention plans to increase the chances your top performers stick around.
As an added bonus, your survey insights can help you with long-term organizational planning. This means you’ll be able to ensure a smooth transition when key employees leave the workforce voluntarily or involuntarily.
Survey questions about employee organizational commitment.
Want to know how committed your employees really are? Employee commitment (including loyalty) is a strong predictor of turnover, making it valuable to measure. These questions help you understand what keeps employees engaged with your organization.
1. I’m willing to put in extra effort to help this organization be successful.
1 being strongly disagree, 5 being strongly agree
2. I feel a strong sense of belonging at this organization.
1 being strongly disagree, 5 being strongly agree
3. This organization brings out the best in my work performance.
1 being strongly disagree, 5 being strongly agree
4. I really care about this organization’s future.
1 being strongly disagree, 5 being strongly agree
5. How likely would you be to refer someone to work here?
1 being extremely unlikely, 5 being extremely likely
Higher scores in this category mean employees feel committed to your company and are more likely to stay in their positions.
If scores are lower in this area than you’d like, consider following up with an employee engagement survey. This will help you better understand why employees don’t feel committed.
Survey questions about employees’ intention to stay/leave.
How can you determine if employees are thinking of leaving your organization? Use engagement surveys, stay interviews, and behavioral indicators rather than asking directly about departure intentions.
The responses to these questions will help you identify your company’s attrition and turnover trends. This will give you a better understanding of why your employees may be leaving.
When turnover becomes an issue, take proactive action. Don’t wait for exit interviews to understand how employees feel about your organization. Regular stay interviews and ongoing performance conversations help you identify and address retention challenges before employees leave.
6. I am likely to stay with this organization for the next year.
1 being strongly disagree, 5 being strongly agree
7. In the past 3 months, how often have you taken actions to look for a new job (e.g., browsing job sites, applying, networking)?
1 being strongly disagree, 5 being strongly agree
8. Have you interviewed for another job in the last three months?
Yes, No
9. If you were to give notice and leave our organization, what would the primary reason be?
[fill in the blank]
Survey questions about employees’ job alternatives.
How easy is it for employees to find a new job?
If employees can find a new job without sacrificing much, they are less likely to feel connected to your organization. This decreases an employee’s desire to remain with an organization and may increase employee turnover.
10. It would be difficult for me to find another job as good as this one.
1 being strongly disagree, 5 being strongly agree
11. I have a low probability of finding an acceptable alternative to my job.
1 being strongly disagree, 5 being strongly agree
12. If you search for an alternative job within a year, what are the chances you can find an acceptable job?
1 being very high chance, 5 being very low chance
13. If you have received a job offer in the past year, to what extent did you consider accepting it?
1 being I almost left, 5 being I didn’t consider it
14. If you received a job offer today, to what extent would you consider accepting it?
1 being very high chance, 5 being very low chance
Survey questions about employee job security confidence.
Do you know what your employees’ top employment concerns are? Asking these questions can reveal key insights.
15. Leadership communicates openly about changes that could affect jobs.
1 being strongly disagree, 5 being strongly agree
16. My skills are in demand at this organization.
1 being strongly disagree, 5 being strongly agree
A recent survey found 73% of respondents felt that job security is not a sure thing for any job, and 71% think it’s “becoming a thing of the past.” When employees don’t feel secure in their jobs, they may be more likely to look for a new job.
Job security confidence is a complex topic involving factors that may not always be within the organization’s or employee’s control, but good communication can help. Proactive and transparent communication about the business and employees’ performance is the key to building trust with your team. Soliciting feedback often and building safe feedback channels is a must.
How is employee retention at your organization?
No matter what’s happening in the macro environment, effective workforce planning can help you ensure long-term organizational stability.
An employee attrition and turnover survey can shed light on how many employees plan to leave your company and why they’re leaving.
These insights can help you make data-driven decisions that prevent layoffs, ensure you have succession plans in place, and retain more of your top performers.
It’s a great way to make sure your business is ready to weather any storms that come its way. For more information about how to conduct this type of survey, learn more about our employee engagement and feedback software or chat with one of our experts today.
