QUESTIONNAIRE

Name………………….. Age……………….
Tenure……………… Sex………………..
Post……………… Contact No…………..

Instruction:

Mark ( √ ) which you prefer.

1. What according to you are the types of employee turnover?

a) Functional turnover
b) Dysfunctional turnover
c) Avoidable turnover
d) Unavoidable turnover

2. What are the various reasons for employee turnover?

a) Management demands that one person do the jobs of two or more people
b) Management doesn't allow the rank and file to make decisions about their work
c) Management constantly reorganizes, shuffles people around and changes direction constantly
d) Management doesn't take the time to clarify their decisions
e) Management promotes departments to compete against each other
f) Management throws a temper tantrum, points fingers and assigns blame

3. In an organization, a little rate of employee turnover may result into?

a) Bringing in new ideas and skills from new hires.
b) Better employee-job matches.
c) More staffing flexibility.
d) Facilitate change and innovation.

4. High rate of turnover may lead to decrease in?

a) Productivity
b) Service delivery
c) Spread of organizational knowledge
5. What according to you are the causes of employee turnover?
a) Compensation package differences
b) Job and employee skill mismatch
c) Inferior facilities, tools, etc
d) Less recognition
e) Less or no appreciation for work done
f) Less growth opportunities
g) Poor training
h) Poor supervision

6. What according to you are the few ideas that a smart company use to keep their employee
turnover rate low.
a) Pay them well,
b) Treat each employee with respect regardless of their job,
c) Offer good health care plans,
d) Offer flexible hours and generous vacation plans.
e) Offer a bonus plan to safe and efficient workers
f) Begin a profit sharing plan

7. How you calculate the turnover costs of the organization?

a) Very High
b) High
c) Low
d) Very Low

8. In the case of high employee turnover what are the major direct cost include for an
organization?
a) Recruitment
b) Selection
c) Training of new people
9. In the case of high employee turnover what are the major indirect cost include for an
organization?
a) Increased workloads
b) Increased overtime expenses for coworkers
c) Reduced productivity associated with low employee morale

10. What are the certain causes associated with turnover in any specific job or organization?
a) Non-competitive compensation
b) High stress
c) Working conditions
d) Monotony
e) Poor Supervision
f) Poor fit between the employee and the job
g) Inadequate training
h) Poor communications
i) Organization practices

11. What steps should have to be taken by the company to check employee turnover time to
time?
a) Measure the cost of turnover
b) Develop retention strategies
c) Plan for some expected turnover
d) Plan for a changing workforce culture
e) Recognize quality of work life

12. What initial steps can be taken to reduce turnover?

a) Hire the right people and continue to develop their careers

b) Most companies with low turnover rates are very employee oriented
c) Develop an overall strategic compensation package
13. What are the various ways to reduce employee turnover?
a) Challenge the Employee
b) Recognize Employee Success
c) Create a Career Path
d) Offer Competitive Pay and Benefits

14. What suggestions should be given to the organization in order to avoid employee
turnover?
a) Be fair and consistent in establishing compensation
b) Promote from within if possible
c) Attempt to avoid bringing new people on board at a higher rate than current employees
d) Policies to prevent discussion of wages simply do not work
1. What according to you are the types of employee turnover?

Functional Turnover 49
Dysfunctional Turnover 31
Avoidable Turnover 69
Unavoidable Turnover 52

69
70

60 52
49
50

40
31
30

20

10

0
Functional Turnover Dysfunctional Avoidable Turnover Unavoidable
Turnover Turnover

Interpretation: According to the 100 employees of IDBI bank 49 of them say that functional
turnover is one of the types of employee turn over, 31 of them suggested dysfunctional
turnover, 69 of them suggested avoidable turnover and rest 52 of them suggested unavoidable
turnover is one of the type of employee turn over.
 2. What are the various reasons for employee turnover?

Management demands that one person do the jobs of two or more people 44

Management doesn't allow the rank and file to make decisions about their work 39
Management constantly reorganizes, shuffles people around and changes direction
constantly 33

Management doesn't take the time to clarify their decisions 57

Management promotes departments to compete against each other 29

Management throws a temper tantrum, points fingers and assigns blame 51

60 57
51
50 44
39
40
33
29
30

20

10

0
Management Management Management Management Management Management
demands that onedoesn't allow the costantly doesn't take the promotes throw s a temper
person do the rank and f ile to reorganizes, time to clarify their departments to tantrum, points
jobs of tw o or make decisions shuf fles people decisions compete against fingers and
more people about their w ork around and each other assigns blame
changes direction
constantly

Interpretation: According to the 100 employees of IDBI bank 44 of them say management
demands that one person do the jobs of two or more people is one of the various reasons of
employee turn over, 39 of them say management doesn’t allow the rank and file to make decisions
about their work is one of the various reasons of employee turn over, 33 of them say management
constantly reorganizes is one of the various reasons of employee turn over, shuffle people around
and change direction constantly is one of the various reasons of employee turn over, 57 of them say
management doesn’t take the time to clarify their decisions is one of the various reasons of employee
turn over, 29 of them say management promotes departments to compete against each other is one of
the various reasons of employee turn over, and rest 51of them say management throws a temper
tantrum, points fingers and assigns blame is one of the various reasons of employee turn over.
3. In an organization, a little rate of employee turnover may result into?

Bringing in new ideas and skills from new hires 37

Better employee-job matches 29

More staffing flexibility 46

Facilitate change and innovation 53

60 53
46
50
37
40
29
30

20

10

0
Bringing in new Better employee- More satffing Facilitate change
ideas and skills job matches flexibility and inovation
from new hires

Interpretation: According to the 100 employees of IDBI bank from which 37 of them say a little
rate of employee turnover may result into bringing in new ideas and skills from new hires, 29 of
them say a little rate of employee turnover may result into a little rate of employee turnover may
result into better employee job matches, 46 of them say a little rate of employee turnover may
result into more staffing flexibility and rest 53 of them say a little rate of employee turnover may
result into facilities change and innovation.
4. High rate of turnover may lead to decrease in?

Productivity 43

Service Delivery 51

Spread of Organizational Knowledge 57

57
60
51

50 43

40

30

20

10

0
Productivity ServiceDelivery Spread ofOrganizational
Knowledge

Interpretation: According to the 100 employees of IDBI bank from which 43 of them say
turnover may lead to decrease in productivity, 51 of them say turnover may lead to decrease in
service delivery and rest 57 of them say turnover may lead to decrease in spread of organizational
knowledge.
5. What according to you are the causes of employee turnover?

Compensation package differences 37

Job and employee skill mismatch 41
Inferior facilities, tools. etc 39
Less recognition 27
Less or no appreciation for work done 43
Less growth opportunities 51
Poor training 22
Poor Supervision 37

60
51
50
43
41
39
40 37 37

30 27
22
20

10

0
Compensation Job and Inferior f acilities, Less recognition Less or no Less gropw th Poortraining Poor
package employee skill tools. etc appreciation f or opportunities Supervision
diff erences mismatch w ork done

Interpretation: According to the 100 employees of IDBI bank from which 37 of them say from
Compensation package differences is one the causes of employee turnover, 41 of them say Job and
employee skill mismatch is one the causes of employee turnover, 39 of them say from Inferior
facilities, tools. etc is one the causes of employee turnover , 27 of them say from Less recognition
is one the causes of employee turnover, 43 of them say from Less or no appreciation for work done
is one the causes of employee turnover, 51 of them say from Less growth opportunities is one the
causes of employee turnover, 22 of them say from Poor training is one the causes of employee
turnover, and rest 37of them say from Poor Supervision is one the causes of employee turnover.
6. What according to you are the few ideas that a smart company use to keep their employee
turnover rate low.

Pay them well 44

Treat each employee with respect regardless of their job 31

Offer good health care plans 39

Offer flexible hours and generous vacation plans 27

Offer a bonus plan to safe and efficient workers 59

Begin a profit sharing plan 51

59
60
51
50
44
39
40
31
30 27

20

10

0
Pay them well Trat each Offer Offer flexible Offer a bous Begin a profit
employee with goodhealth hours and plan to safe sharing plan
respect care plans generous and efficient
regardless of vacation plans workers
their job

Interpretation: According to the 100 employees of IDBI bank from which 44 of them say pay
them well is one the ideas that a smart company use to keep their employee turnover rate low, 31
of them say Treat them well is one the ideas that a smart company use to keep their employee
turnover rate low, 39 of them say offer good health care plans is one the ideas that a smart
company use to keep their employee turnover rate low, 27of them say offer flexible hours and
generous vacation plans is one the ideas that a smart company use to keep their employee turnover
rate low, 59 of them say they offer a bonus plan to safe and efficient workers is one the ideas that a
smart company use to keep their employee turnover rate low and rest 51 of them say begin a profit
sharing plan is one the ideas that a smart company use to keep their employee turnover rate low .
7. How you calculate the turnover costs of the organization?

Very High 21

High 19

Low 37

Very Low 23

Very Low Very High

23% 21%

High
Low 19%
37%

Very High High Low Very Low

Interpretation: According to the 100 employees of IDBI bank from which 21% of them say that
turnover costs of the organization is very high, 19% of them say that the turnover costs of the
organization is high, 37% of them say that the turnover costs of the organization is low and rest
23% of them say that the turnover costs of the organization is very low.
8. In the case of high employee turnover what are the major direct cost include for an
organization?

Recruitment 41
Selection 37
Training of new people 22

Training of
new people
22% Recruitment
41%

Selection
37%

Recruitment Selection Training of new people

Interpretation: According to the 100 employees of IDBI bank from which 41% of them say that
recruitment is the major direct cost for an organization, 37 of them say that selection is the major
direct cost for an organization, and rest 22% of them say that training of new people is the major
direct cost for an organization.
9. In the case of high employee turnover what are the major indirect cost include for an
organization?

Increased Workloads 43

Increased overtime expenses for coworkers 31

Reduced productivity associated with low employee morale 26

Reduced productivity
associated with low
employee morale Increased
26% Workloads
43%

Increased overtime
expenses for
cowokers
31%

Increased Workloads
Increased overtime expenses for cowokers
Reduced productivity associated with low employee morale

Interpretation: According to the 100 employees of IDBI bank from which 40% of them
suggested that in the case of high employee turnover the major indirect cost include for an
organization is increased workloads, 31% of them suggested increased overtime expenses for
coworkers and rest 26% of them suggested reduced productivity associated with low employee
morale.
10. What are the certain causes associated with turnover in any specific job or organization?
Non- competitive compensation 33
High stress 47
Working conditions 25
Monotony 29
Poor Supervision 21
Poor fit between the employee and the job 37
Inadequate training 24
Poor communications 35
Organization Practice 22

50
47
45

40 37
35
35 33

30 29
25 24
25 22
21
20

15

10

0
Non- competitive Highstree Workingconditons Monotonyy PoorSupervision Poor fit between Inadequate training Poor Organization
compensation the employeeand communications Practice
thejob

Interpretation: According to the 100 employees of IDBI bank from which 33 of them say non-
competitive compensation is one the causes to associated with the turn over in any
job/organization, 47of them say High stress is one the causes to associated with the turn over in
any job/organization, 25 of them say Working conditions is one the causes to associated with the
turn over in any job/organization, 29of them say Monotony is one the causes to associated with
the turn over in any job/organization, 21 of them say Poor Supervision is one the causes to
associated with the turn over in any job/organization, 37 of them say Poor fit between the
employee and the job is one the causes to associated with the turn over in any job/organization,
24 of them say Organization Practice is one the causes to associated with the turn over in any
job/organization, 35 of them say Poor communications is one the causes to associated with the
turn over in any job/organization, and rest 22 of them say Inadequate training is one the causes
to associated with the turn over in any job/organization.
11. What steps should have to be taken by the company to check employee turnover time to
time?

Measure the cost of turnover 47

Develop retention strategies 59
Plan for some expected turnover 39
Plan for a changing workforce culture 31
Recognize quality of work life 2

59
60

47
50
39
40
31
30

20

10
2

0
Measurethe cost Develop retention Plan for some Plan for a changing Recognize quality of
ofurnover strategies expected turnover workforce culture work life

Interpretation: According to the 100 employees of IDBI bank from which 47 of them say
measure the cost of turnover is one the steps taken by the company to check employee turnover
time to time, 59 of them say develop retention strategies is one the steps taken by the company to
check employee turnover time to time, 39 of them say plan for some expected turnover is one the
steps taken by the company to check employee turnover time to time, 31 of them say plan for a
changing workforce culture is one the steps taken by the company to check employee turnover
time to time and rest 2 of them say recognize quality of work life is one the steps taken by the
company to check employee turnover time to time.
12. What initial steps can be taken to reduce turnover?

Hire the right people and continue to develop their careers 57

Most companies with low turnover rates are very employee
oriented 39

Development an overall strategies compensation package 43

57
60

50 43
39
40

30

20

10

0
Hire the right people and continue Most companies with low low Development an overall strategies
to develop their careers turnover rates are very employee compensation package
oriented

Interpretation: According to the 100 employees of IDBI bank from which 57 of them say hire the
right people and continue to develop their careers is one of the initial steps taken to reduce
turnover, 39 of them say most companies with low turnover rates are very employee oriented is
one of the initial steps taken to reduce turnover and rest 43 of them say development an overall
strategies compensation package is one of the initial steps taken to reduce turnover.
13. What are the various ways to reduce employee turnover?

Challenge the Employee 45

Recognize Employee Success 51
Create a Career Path 39
Offer Competitive pay and Benefits 55

60 55
51
50 45
39
40

30

20

10

0
Challenge the Recognize Employee Create a Career Path Offer Competitive pay
Employee Success and Benefits

Interpretation: According to the 100 employees of IDBI bank from which 45 of them suggested
to challenge the employee, 51 of them suggested to recognize employee success, 39 of them
suggested to create a career path, and rest 55 of them suggested to offer competitive pay and
benefits.
14. What suggestions should be given to the organization in order to avoid employee
turnover?

Be fair and consistent in establishing compensation 57

Promote from within if possible 43
Attempt to avoid bringing new people on board ata higher rate than
current employees 39
Policies to prevent discussion of wages simply do not work 33

57
60

50 43
39
40 33

30

20

10

0
Befair and consistent in Promote from within if Attempt to avoid bringing Policies to prevent
est5ablishing possible new people on board ata discussion of wages
compensation higher rate than current simply do not work
employees

Interpretation: According to the 100 employees of IDBI bank from which 57 of them suggested
to be fair and consistent in establishing compensation, 43 of them suggested to promote from
within possible, 39 of them suggested to avoid bringing new people on board at a higher rate than
current employees, and rest 33 of them suggested policies to prevent discussion of wages simply
do not work are the various suggestions given to the organization in order to avoid employee
turnover.
FINDINGS
• According to the 100 employees of IDBI bank 49 of them say that functional turnover is
one of the types of employee turn over, 31 of them suggested dysfunctional turnover, 69 of
them suggested avoidable turnover and rest 52 of them suggested unavoidable turnover is
one of the type of employee turn over.
• According to the 100 employees of IDBI bank 44 of them say management demands that
one person do the jobs of two or more people is one of the various reasons of employee
turn over, 39 of them say management doesn’t allow the rank and file to make decisions
about their work is one of the various reasons of employee turn over, 33 of them say
management constantly reorganizes is one of the various reasons of employee turn over,
shuffle people around and change direction constantly is one of the various reasons of
employee turn over, 57 of them say management doesn’t take the time to clarify their
decisions is one of the various reasons of employee turn over, 29 of them say management
promotes departments to compete against each other is one of the various reasons of
employee turn over, and rest 51of them say management throws a temper tantrum, points
fingers and assigns blame is one of the various reasons of employee turn over.
• According to the 100 employees of IDBI bank from which 37 of them say a little rate of
employee turnover may result into bringing in new ideas and skills from new hires, 29 of
them say a little rate of employee turnover may result into a little rate of employee turnover
may result into better employee job matches, 46 of them say a little rate of employee
turnover may result into more staffing flexibility and rest 53 of them say a little rate of
employee turnover may result into facilities change and innovation
• According to the 100 employees of IDBI bank from which 43 of them say turnover may
lead to decrease in productivity, 51 of them say turnover may lead to decrease in service
delivery and rest 57 of them say turnover may lead to decrease in spread of organizational
knowledge.
• According to the 100 employees of IDBI bank from which 37 of them say from
Compensation package differences is one the causes of employee turnover, 41 of them say
Job and employee skill mismatch is one the causes of employee turnover, 39 of them say
from Inferior facilities, tools. etc is one the causes of employee turnover , 27 of them say
from Less recognition is one the causes of employee turnover, 43 of them say from Less or
 no appreciation for work done is one the causes of employee turnover, 51 of them say from
Less growth opportunities is one the causes of employee turnover, 22 of them say from
Poor training is one the causes of employee turnover, and rest 37of them say from Poor
Supervision is one the causes of employee turnover
• According to the 100 employees of IDBI bank from which 44 of them say pay them well is
one the ideas that a smart company use to keep their employee turnover rate low, 31 of
them say Treat them well is one the ideas that a smart company use to keep their employee
turnover rate low, 39 of them say offer good health care plans is one the ideas that a smart
company use to keep their employee turnover rate low, 27of them say offer flexible hours
and generous vacation plans is one the ideas that a smart company use to keep their
employee turnover rate low, 59 of them say they offer a bonus plan to safe and efficient
workers is one the ideas that a smart company use to keep their employee turnover rate low
and rest 51 of them say begin a profit sharing plan is one the ideas that a smart company
use to keep their employee turnover rate low .
• According to the 100 employees of IDBI bank from which 21% of them say that turnover
costs of the organization is very high, 19% of them say that the turnover costs of the
organization is high, 37% of them say that the turnover costs of the organization is low and
rest 23% of them say that the turnover costs of the organization is very low.
• According to the 100 employees of IDBI bank from which 41% of them say that
recruitment is the major direct cost for an organization, 37 of them say that selection is the
major direct cost for an organization, and rest 22% of them say that training of new people
is the major direct cost for an organization
• According to the 100 employees of IDBI bank from which 40% of them suggested that in
the case of high employee turnover the major indirect cost include for an organization is
increased workloads, 31% of them suggested increased overtime expenses for coworkers
and rest 26% of them suggested reduced productivity associated with low employee
morale.
• According to the 100 employees of IDBI bank from which 47 of them say measure the cost
of turnover is one the steps taken by the company to check employee turnover time to time,
59 of them say develop retention strategies is one the steps taken by the company to check
employee turnover time to time, 39 of them say plan for some expected turnover is one the
steps taken by the company to check employee turnover time to time, 31 of them say plan
 for a changing workforce culture is one the steps taken by the company to check employee
turnover time to time and rest 2 of them say recognize quality of work life is one the steps
taken by the company to check employee turnover time to time.
• According to the 100 employees of IDBI bank from which 57 of them say hire the right
people and continue to develop their careers is one of the initial steps taken to reduce
turnover, 39 of them say most companies with low turnover rates are very employee
oriented is one of the initial steps taken to reduce turnover and rest 43 of them say
development an overall strategies compensation package is one of the initial steps taken to
reduce turnover
• According to the 100 employees of IDBI bank from which 33 of them say non-competitive
compensation is one the causes to associated with the turn over in any job/organization,
47of them say High stress is one the causes to associated with the turn over in any
job/organization, 25 of them say Working conditions is one the causes to associated with
the turn over in any job/organization, 29of them say Monotony is one the causes to
associated with the turn over in any job/organization, 21 of them say Poor Supervision is
one the causes to associated with the turn over in any job/organization, 37 of them say
Poor fit between the employee and the job is one the causes to associated with the turn
over in any job/organization, 24 of them say Organization Practice is one the causes to
associated with the turn over in any job/organization, 35 of them say Poor
communications is one the causes to associated with the turn over in any job/organization,
and rest 22 of them say Inadequate training is one the causes to associated with the turn
over in any job/organization
• According to the 100 employees of IDBI bank from which 47 of them say measure the cost
of turnover is one the steps taken by the company to check employee turnover time to time,
59 of them say develop retention strategies is one the steps taken by the company to check
employee turnover time to time, 39 of them say plan for some expected turnover is one the
steps taken by the company to check employee turnover time to time, 31 of them say plan
for a changing workforce culture is one the steps taken by the company to check employee
turnover time to time and rest 2 of them say recognize quality of work life is one the steps
taken by the company to check employee turnover time to time.
• According to the 100 employees of IDBI bank from which 57 of them say hire the right
people and continue to develop their careers is one of the initial steps taken to reduce
 turnover, 39 of them say most companies with low turnover rates are very employee
oriented is one of the initial steps taken to reduce turnover and rest 43 of them say
development an overall strategies compensation package is one of the initial steps taken to
reduce turnover.
• According to the 100 employees of IDBI bank from which 45 of them suggested to
challenge the employee, 51 of them suggested to recognize employee success, 39 of them
suggested to create a career path, and rest 55 of them suggested to offer competitive pay
and benefits.
• According to the 100 employees of IDBI bank from which 57 of them suggested to be fair
and consistent in establishing compensation, 43 of them suggested to promote from within
possible, 39 of them suggested to avoid bringing new people on board at a higher rate than
current employees, and rest 33 of them suggested policies to prevent discussion of wages
simply do not work are the various suggestions given to the organization in order to avoid
employee turnover.
CONCLUSION

• Mostly employees of IDBI suggested avoidable turnover and unavoidable turnover is

the type of employee turn over.
• Mostly employee say management doesn’t take the time to clarify their decisions;
management throws a temper tantrum, point’s fingers and assigns blame management
demands that one person do the jobs of two or more people are the various reasons of
employee turn over.
• According to the employees of IDBI say a little rate of employee turnover may result
into facilitate change and innovation and more staffing flexibility.
• Maximum turnover may lead to decrease in spread of organizational knowledge.
• Mostly employees suggested that from less growth opportunities, less or no
appreciation for work done and job and employee skill mismatch are the causes of
employee turnover.
• Maximum employees think of offering bonus plan to safe and efficient workers and
begin a profit sharing plan are the few ideas that a smart company use to keep their
employee turnover rate low.
• Maximum percentage of turnover costs of the organization is low and very low. Mostly
recruitment and selection is the major direct cost for an organization.
• According to the high employee turnover they suggested that increased workload and
increased overtime expenses for coworkers are the major indirect cost includes for an
organization.
• Mostly high stress, poor fit between the employees and the job and poor
communication are the certain causes associated with the turn over in any specific job /
organization.
• Mostly recognize quality of work life and develop retention strategies have to be taken
by the company to check employee turnover tome to time.
• Commonly initial step is to hire the right people and continue to develop their career
and most companies with low turnover rates are very employee oriented to reduce
turnover.
• Various ways to reduce employee turnover is to offer competitive pay and benefits and
to recognize employee success.
• Lastly employee suggested being fair and consistent in establishing compensation and
promoting from with in if possible.