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Run: First-Year Attrition Root-Cause Survey

An anonymous first-year attrition exit survey that pinpoints why employees leave early, from job-reality gaps to onboarding, manager support, and psychologic...

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Role Fit and Job-Reality Gap

How well did the job you started match the role you were expecting when you accepted the offer? (required)

5-point Likert scale: Strongly disagree, Disagree, Neither agree nor disagree, Agree, Strongly agree

If you rated the role match low, what was the biggest mismatch between expectations and reality?

Shown when the role match rating is 3 or below

How clear was the job description and interview process about the day-to-day work, workload, and success criteria? (required)

5-point Likert scale: Strongly disagree, Disagree, Neither agree nor disagree, Agree, Strongly agree

If you rated clarity low, what information would have helped you make a better decision before joining?

Shown when the clarity rating is 3 or below

Onboarding and Early Support

My onboarding gave me the knowledge and tools I needed to become productive in my first 30-60 days. (required)

5-point Likert scale: Strongly disagree, Disagree, Neither agree nor disagree, Agree, Strongly agree

If onboarding was not effective, which part was most missing or confusing?

Shown when the onboarding rating is 3 or below

I had access to the right people, systems, and training when I needed them. (required)

5-point Likert scale: Strongly disagree, Disagree, Neither agree nor disagree, Agree, Strongly agree

If access or training was a problem, what was the biggest blocker?

Shown when the access/training rating is 3 or below

Manager Effectiveness and Psychological Safety

My manager set clear expectations and gave me useful feedback early in my tenure. (required)

5-point Likert scale: Strongly disagree, Disagree, Neither agree nor disagree, Agree, Strongly agree

If manager support was lacking, what would have made the biggest difference?

Shown when the manager effectiveness rating is 3 or below

I felt comfortable asking questions, raising concerns, or admitting mistakes without negative consequences. (required)

5-point Likert scale: Strongly disagree, Disagree, Neither agree nor disagree, Agree, Strongly agree

If psychological safety was low, what made it difficult to speak up?

Shown when the psychological safety rating is 3 or below

Retention Signals and Open Feedback

At the time you decided to leave, how likely were you to stay with the organization for another 12 months? (required)

5-point Likert scale: Very unlikely, Unlikely, Neither likely nor unlikely, Likely, Very likely

What was the primary reason you decided to leave within your first year? (required)

Open-ended root-cause question

What is one change that would have most improved your decision to stay?

Focus on the highest-leverage retention lever

Anything else you'd like to share about your experience?

Final open comment

Get your results

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