Unlock New Hire Success with Onboarding Surveys

What is an Onboarding Survey?

An onboarding survey is a tool that organizations use to gather feedback from new employees about their initial experiences with the company. 

While every organization is different, onboarding surveys are typically administered within the first few weeks or months of employment. Check-ups may be sent later at a few dedicated intervals. 

The survey aims to assess the recruitment and onboarding process's effectiveness, identify improvement areas, gauge initial employee satisfaction, and collect insights on the recruitment and hiring experience. They often include questions about orientation, training, job clarity, team integration, and overall impressions of the company. 

---

Learn More: Employee Pulse Surveys: Designing a Fitness Plan for Organizational Health

---

The Benefits of Sending an Onboarding Feedback Survey 

Collecting feedback on the preboarding and onboarding process sharpens initial training by pinpointing areas of improvement. But there are even farther-reaching benefits throughout an employee’s lifecycle.

Collecting onboarding feedback can help organizations improve:

• Employee retention: When employees have a clear understanding of their roles and responsibilities, they’re 23% more likely to stay with an organization. However, the only way organizations can gauge whether their process is efficient and productive is by collecting feedback directly from employees.  
• Employee connection: Paylocity Program Manager Andre Mayes says that today's workforce is not the simple “clock in, clock out” culture of the past. “Gen-Z is focused on answering questions like, ‘How do I find my purpose here?’” Mayes said. 
  

Gathering feedback allows organizations to assess whether the onboarding process and the first year of employment have built that employee-organization connection and purpose right from the start. 

• Employee engagement: Employees are 2.6x more likely to feel satisfied at work when they have a positive onboarding experience, according to a Gallup poll. Gathering onboarding feedback — even up to a year — and improving the process can bolster these rates and set up a company for long-term success.
  
• Revenue: Excellent onboarding is correlated with business success. Studies show that companies with more active and effective onboarding programs enjoy 2.5 times greater revenue growth than those with less effective programs.

Effective New Hire Onboarding Questions 

One of the best ways to collect feedback is by asking open-ended questions at specific intervals. Commonly, this is at Week One, the first quarter, and a year.

Questions After the First Week

After the first week, employers can gauge the success of the recruitment and onboarding process while the experience is fresh in new hires’ minds. Employers should ask questions about Access, Acclimation, and Alignment.

Access

• Were you provided all the necessary tools and resources during onboarding to perform your job effectively?
• Do you understand the company's policies and procedures?
  
• How confident are you in navigating the company's internal systems and software?

Acclimation

• How well do you understand your role and responsibilities?
• On a scale of 1-10, how welcome do you feel in your new work environment?
  
• How satisfied are you with the orientation process so far?

Alignment

• Do you feel aligned with the company's mission and vision?
• Are you clear on how your role fits into this strategy?
  
• Has the business effectively explained its strategy to you?

Questions After the First Quarter 

At the first-quarter milestone, employees should better understand how they fit into the organization. 

Sending feedback questions at this juncture helps employers gauge how well the new hire is settling in and whether the onboarding process set good expectations. Questions at this stage should address Connection, Career, and Commitment.

Connection

• How connected do you feel to your team members and manager?
  
• Do you feel comfortable reaching out to colleagues for support or guidance?
  
• How well do you understand your team's dynamics and communication styles?

Career

• Are you challenged, encouraged, and given the proper guidance to achieve your potential?
  
• Do you see a clear career pathway within the company?
  
• Are you satisfied with the opportunities for professional growth in your role?

Commitment and culture 

• Are you motivated by the work you’re doing and the impact it has on the company?
• Do you feel that your contributions are recognized and valued?
• How satisfied are you with the overall work environment and company culture?

Questions After the First Year

At the year mark, employees are more settled into their roles and can provide employers with even deeper feedback on the organization. Press them on their work Satisfaction, feelings of Success, and Sentiment toward the company’s employee experience.

Satisfaction

• Do you feel challenged and motivated by the work you do?
  
• How engaged do you feel in your day-to-day tasks and the company’s mission?
  
• Have your expectations of the company culture and work environment been met?

Success

• How would you rate your overall professional growth since joining the company?
  
• Have you had opportunities to develop new skills or enhance existing ones?
  
• Do you feel that your role has evolved over the past year in a way that aligns with your career goals?

Sentiment 

• How would you describe your overall sentiment toward the company after one year?
  
• Do you feel positive about your future with the company?
  
• Reflecting on your first year, do you feel your expectations of the company have been met?