Appendix

QUESTIONNAIRE

IMPACT OF EMPLOYEE ENGAGEMENT ON RETENTION OF

EMPLOYEES - A STUDY OF SELECTED INFORMATION TECHNOLOGY &
INFORMATION TECHNOLOGY ENABLED SERVICES (IT & ITES)
COMPANIES IN PUNE CITY

As a part of research study title given above, the researcher is recording the information
from employees of IT/ITES industries in Pune city. The purpose of the research is to
identify the impact of Employee engagement on retention in IT/ITES Industries.

This is a 10-15 minute survey. All information collected is kept confidential. There are
no costs to participate and no compensation for doing so there are no risks to you for
taking part in the survey. Your name is not associated with the responses you provide.

PROFILE INFORMATION
A. Name (optional)
B. Age-group please put (√) mark.
1. < 25 years 2. 26-35 years
3. 36-45 years 4. > 45 years
C. Function please put (√) mark
1. Software/ Technical staff 2. Support staff
D. Gender please put (√) mark
1. Male 2. Female
Current Work Experience please put (√) mark
1. 5 – 7 years 2. 8 -10 years
3. > 10 years
DECISION ON EMPLOYEE ENGAGEMENT FACTORS
1. Who should decide what engages an employee?
What is your opinion on who should really decide the factors that will mean
1.1
employee engagement? please put (√) mark
1. Employer 2. Employee
3. Both 4. Third Party
Response Codes - 0 - No Option, 1 - Somewhat agree, 2 - Completely agree, 3 -
Somewhat disagree, 4 - Completely disagree
If employees themselves decide about their engagement factors, do you
1.2 think that there is a possibility of they being more biased towards their
personal goals at the cost of organizational goals?
If, on the other hand, the employer decides about the employee
1.3 engagement factors, do you think there is a possibility of they being
biased towards organizational goals at the cost of personal goals?

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Do you believe that cultures in organization do not promote enough trust

between employers and employee to come together and mutually agree
1.4
(instead of doing the talking through the media!) on factors that would
engage employees?
Do you think that the employee should have a mechanism to
1.5 communicate with the employer denying engagement through a factor
perceived to be employee engaging by the employer?
Do you think that the employer should be able to tell the employee that a
1.6 particular engagement factor engaging the employees should in fact not
engage the employees or it should but only to some extent?
REALISTIC EMPLOYEE ENGAGEMENT LEVELS
2. How much an employee should be engaged?
Do you agree that the definitions of employee engagement that states
2.1 that employees should be "fully involved" should be substituted by the
words "reasonably involved" to make them more realistic?
Do you think that it is better to have realistic assumptions about level of
2.2 employee engagement rather than getting carried away by rhetoric terms
like "complete involvement", "100% or 200% involvement" etc.
Do you think that really speaking it would be better for the employer to
actually have only a reasonable involvement of employees as over
2.3
involvement may lead to unreasonable expectations from the employer
or other problems?
Do you think that quantifying the degree of employee engagement is a
tricky job and demands high level of emotional intelligence on the part
2.4
of both employer & employee to really strike a reasonable working
balance?
If outsourcing has been a trend of late, do you think that the same can
2.5
creep in the IT sector as well?
NATURE OF EMPLOYEE ENGAGEMENT FACTORS
3. What should really engage an employee?
Do you believe that employee engaging factors are a mix of static and
3.1 dynamic variables and hence the employee engagement strategy needs
to be flexible enough to accommodate dynamism as well?

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Do you think that categorization of engagement factors like the above is

more of a theoretical approach and too simplistic to reflect the reality?
3.2
(For example money might be actually a big motivating factor than any
other factors)
"Software services giant Infosys, which employs 1.5 lakh people, may
hand over pink slips to those who “did not add value” despite “high
salaries” as it looks to cut costs and increase operational efficiency."
3.3
reported The Hindu. Do you think that employee engagement factors
should be objective rather than emotional because at the end of the day
what counts is measurable performance?

Growth, Recognition,
Autonomy, Relation etc.

3.4 Do you agree with the above in the context of employee engagement?
Do you believe that what engages employees at Google or Apple differs
3.5
significantly from what engages employees at TCS or Infosys?
EXISTING EMPLOYEE ENGAGEMENT FACTORS
4. What keeps you engaged at your present job?
4.1 Isn't it money more than anything else?
4.2 Is it challenging work?
4.3 Is it recognition?
4.4 Is it relationship with your manager?
4.5 Is it the work environment?
4.6 Is it teamwork?
4.7 Is it autonomy?
4.8 Is it acceptance of your ideas?
4.9 Is it alignment of organizational and your personal goals?
4.10 Is it support from the Management?
4.11 Is it the Leadership?
4.12 Is it Quality of work life?
4.13 Is it overall satisfaction?
Do you believe the money that you earn reflects almost all the above
4.14
aspects (for example if you get great salary, it is paid because the work

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is challenging; that you are getting great salary itself is a recognition and
so on)?
IMPACT OF EE ON RETENTION
5. Impact on employee retention
Do you agree that employee engagement practices have had an impact
5.1
on employee retention in your organization?
Do you believe that employee engagement have had an impact on
5.2
factors like absenteeism, morale etc.
Do you see any visible impact of actions to overcome disengaging
5.3
activities?
Do you believe that it is actually difficult to quantify accurately the
5.4 impact of employee engagement initiatives and at best we can get only
broad directions?
Do you think that calculation of things like employee engagement index
5.5 are more of theoretical and paper exercises than a reflection of the
reality?

THANK YOU

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