Dear Mahnoor Maqsood please do recommend my answer if helpful.

Certainly! Assessing employee intention to stay in an organization is crucial for understanding retention factors and identifying areas for improvement. While I can't provide specific questionnaire templates, I can guide you on how to create one or where to find examples. Here's how you can proceed:

1. **Identify Key Factors**: Start by identifying the key factors that influence employees' intention to stay. These may include job satisfaction, organizational culture, leadership, career development opportunities, work-life balance, compensation and benefits, etc.

2. **Craft Questions**: Develop questions that address each key factor identified in step 1. Questions can be open-ended, multiple-choice, or on a Likert scale (e.g., strongly agree to strongly disagree). Ensure that questions are clear, concise, and relevant to your organization's context.

3. **Seek Examples**: Look for existing questionnaire templates or examples online or in academic literature. Websites like researchgate.net, Google Scholar, or academic journals may have relevant studies with questionnaire examples on employee retention or intention to stay.

4. **Customize**: Once you have a template or examples, customize the questionnaire to fit your organization's needs and objectives. You may need to adapt questions or add new ones based on specific factors or concerns relevant to your workforce.

5. **Pilot Test**: Before administering the questionnaire to your entire workforce, consider conducting a pilot test with a small group of employees to gather feedback on clarity, relevance, and any potential improvements needed.

6. **Administer and Analyze**: Distribute the finalized questionnaire to your employees and collect responses. Analyze the data to identify patterns, trends, and areas for improvement in employee intention to stay. Use the findings to inform retention strategies and initiatives.

Remember to ensure confidentiality and anonymity when administering the questionnaire to encourage honest feedback from employees. Additionally, consider involving relevant stakeholders, such as HR professionals or organizational leaders, in the development and implementation process.

By following these steps, you can create a comprehensive questionnaire to assess employee intention to stay in your organization and gather valuable insights for retention efforts.

Dear Mahnoor Maqsood also recommend this draft if helpful.

Certainly! Here's a sample questionnaire template to assess employees' intention to stay in an organization. Feel free to customize it according to your organization's specific needs and objectives:

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**Employee Intention to Stay Questionnaire**

Dear [Employee],

Thank you for taking the time to participate in this survey. Your feedback is invaluable in helping us understand and improve the factors that influence employee retention in our organization. Please answer the following questions honestly and to the best of your ability. Your responses will remain anonymous and confidential.

**Section 1: Demographic Information**

1. Gender:

- Male

- Female

- Prefer not to say

2. Age:

- Under 20

- 20-29

- 30-39

- 40-49

- 50 or above

3. Department/Division:

- [Dropdown menu for departments/divisions]

4. Years of Employment with the Company:

- Less than 1 year

- 1-2 years

- 3-5 years

- 6-10 years

- More than 10 years

**Section 2: Job Satisfaction**

5. How satisfied are you with your current job?

- Very satisfied

- Satisfied

- Neutral

- Dissatisfied

- Very dissatisfied

6. What aspects of your job do you find most satisfying? (Check all that apply)

- Compensation and benefits

- Work-life balance

- Career development opportunities

- Job autonomy and responsibilities

- Relationship with colleagues

- Organizational culture/values

- Other (please specify): _______________

**Section 3: Organizational Commitment**

7. How committed do you feel to the organization?

- Very committed

- Committed

- Neutral

- Not very committed

- Not committed at all

8. What factors contribute to your sense of commitment to the organization? (Check all that apply)

- Opportunities for career advancement

- Recognition and appreciation for work contributions

- Alignment with organizational mission/values

- Supportive leadership

- Training and development opportunities

- Other (please specify): _______________

**Section 4: Work Environment and Culture**

9. How would you rate the overall work environment in our organization?

- Excellent

- Good

- Fair

- Poor

10. Do you feel valued and respected in the workplace?

- Yes

- No

- Sometimes

11. Are there any aspects of the organizational culture that you believe could be improved to enhance employee satisfaction and retention? (Open-ended)

**Section 5: Future Intentions**

12. How likely are you to stay with the organization in the next 12 months?

- Very likely

- Likely

- Neutral

- Unlikely

- Very unlikely

13. What factors would influence your decision to stay or leave the organization? (Open-ended)

Thank you for completing this survey. Your feedback is greatly appreciated!

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Feel free to modify or expand upon this questionnaire based on your organization's specific needs, culture, and objectives. Additionally, consider pre-testing the questionnaire with a small group of employees to ensure clarity and relevance before administering it to the entire workforce.