Looking to make your current onboarding process more helpful and welcoming? Need some sample onboarding survey questions to come up with your own?
Good employee onboarding can improve employee retention by 82% and can also increase employee engagement.
Employees who go through structured onboarding are 58% more likely to remain with the company after three years, according to a study by the Wynhurst group.
Yet, almost a quarter of companies say they don’t bother with onboarding programs, according to a report by Harvard Business Review.
Nearly 33% of new hires look for a new job within their first six months and some 23% leave before their first anniversary, according to the same report.
Another study shows that only 12% of employees say their company does a good job with onboarding hires. And one in every five new hires is unlikely to recommend their employer.
To make (and keep) your onboarding process as engaging and effective as possible, you need to survey your new hires and seek constant feedback from them.
Employee onboarding surveys help ensure the best possible employee performance, satisfaction, and retention rate.
In this article, we’ve put together a list of the best employee onboarding survey questions you can use to gather meaningful feedback on your onboarding process from your new hires.
70 Employee Onboarding Survey Questions to Gather Feedback On Your Onboarding Process
These questions smooth out the new hire’s transition period and increase the chances of them sticking around. Let’s take you through the best onboarding survey questions for new hires.
Questions to Ask after the First Week
Ask the questions below after a new hire has completed their first week with you. This is your chance to build out a better understanding of who they are and why they decided to join your company. These questions are mostly about their recruitment and onboarding experience so far.
- During the interview, I was able to communicate information about my skills, experience, and career goals.
- The job description explained during the recruitment process was accurate.
- Please indicate the reasons why you joined [company_name].
- What were you doing before you began working here?
- I received helpful organization history, product, and service information.
- I found the orientation program interesting and interactive.
- What aspect of your new job excites you?
- Is there anything that concerns you about your new job role?
- Name one thing about your new job that stands out for you.
- Name one thing that could’ve made your first day at work better?
- Did the onboarding process meet your expectations?
- If you can describe your onboarding in one word, what would that word be?
- What do you like the most about our onboarding process?
- Is there something that you don’t like about our onboarding process?
- What’s one thing we could have done differently to improve the first week of your onboarding experience?
- Have you received the help you’ve needed?
- Has the mentoring process been adequate?
- Is there something we could have done to improve the recruitment process?
- Do you need more time with your mentor (or manager)?
- Is there anything you need help with?
Questions to Ask after Two Weeks
Once they’ve spent their first two weeks at your company, you need to reach out to them and measure how well they’ve settled in. Use the questions below to gain insights into your new hire’s training expectations and challenges.
- Is the assistance you’ve been receiving helpful or a distraction?
- Has the training answered all your questions or concerns?
- What’s the biggest obstacle you’ve encountered so far?
- Do you feel like you’ve been well equipped to do your job?
- Have you got a handle on your responsibilities?
- What’s still unclear to you in terms of your duties and role requirements?
Questions to Ask a Month Later
At this point, your new hires will have more feedback on the experience they’ve had so far. And you’ll be able to tell whether your onboarding practices are paying off or not. These questions go into more detail on alignment and engagement.
- Has the training been relevant to your job responsibilities?
- Have you noticed any loopholes?
- Do you have a clear understanding of what is expected of you in your role?
- I rarely think about looking for a job at another company.
- Has the onboarding time frame been adequate?
- Is there anything you wish you’d been told?
- Do you have the knowledge you need to succeed?
- Have we missed anything, or have we covered all the necessary bases?
- I am proud to work for [company_name].
- I would recommend [company_name] as a great place to work.
- Did we meet your expectations during this first month?
- I see myself still working at [company_name] in two years’ time.
- [company_name] motivates me to go beyond what I would in a similar role elsewhere.
- I have a good idea about what I still need to learn to do my job well.
- The organizational values of [company_name] align well with my own personal values.
- I understand how my role contributes to the organizational goals of [company_name].
- My experience of the organization has matched my expectations.
- I am proud to work for [company_name].
- I still think this is a great role for me.
- My role so far matches the role description provided to me.
- I feel welcome and part of the team.
- I’m feeling productive.
Questions to Ask after Three Months
Your recruits have fully settled in and are hard at work now that they’ve spent three months at your company. They should now have some solid opinions about your onboarding process and are ready to give you valuable feedback.
- Was your onboarding successful?
- Did your onboarding make you feel more or less confident that you could do your job well?
- Did you experience any information gaps?
- Would you tell a friend coming to your company that the early days are nothing to worry about?
- How is your current role different from your previous one?
- I understand my organization’s goals.
- Do you see yourself spending a few more years at the company?
- Is there anything we as a company can do to help you improve your performance?
- I regularly receive useful feedback from my manager about my performance and progress.
- I have supportive co-workers.
- My manager is supportive of my development and work.
- I understand how my work will be measured or evaluated.
- I have a clear understanding of my objectives and tasks and what I am expected to accomplish.
- My manager effectively communicates business goals and objectives to me.
- I understand how my role contributes to the organization’s goals.
- How else would you like to add value to the company aside from your current responsibilities?
- I believe my ideas are valued.
Questions for Remote Employee Onboarding
Here are some questions you can ask when onboarding your remote employees:
- Is there anything that would help you feel more connected to the rest of your team?
- Have you had any communication issues you would want us to fix?
- Do you have access to all the information you need?
- What’s one thing you would change about our current workflow?
- Is there any resource you would need to do your job better?
Final Thoughts
Employee onboarding surveys will help you improve your company’s onboarding process and retention rate.
The answers to the above questions will give you a pretty good idea of what needs to be done in order to onboard your new hires more effectively.
Here are some related resources to help improve your onboarding experience:
How HR Chatbots Help Enhance Employee Onboarding
Tips for Improving Your Onboarding Experience
Got any questions on improving your employee onboarding process? Any interesting tips or techniques you use to gather insightful feedback on your onboarding practices? Let us know about them in the comment section below. Looking to create surveys your employees will love answering? Feel free to check out SurveySparrow.
