A Comprehensive Guide to Get You Started with Employee Onboarding Survey Questions (and 38 questions inside)

Employee onboarding is a crucial aspect of integrating new hires into a company. It sets the tone for their experience and impacts how well they adjust, perform, and contribute to the organization. One key way to improve the onboarding process is through surveys that provide insights into how employees feel during their initial period. But how do you craft the right questions for an onboarding survey?

In this article, we’ll explore what makes a great employee onboarding survey, why it’s important, and the best questions to ask. You’ll also learn how these surveys can help you refine your onboarding process for better retention and job satisfaction.

What is an Employee Onboarding Survey?

Onboarding surveys are usually designed to collect feedback from new employees about their experiences during their first few weeks or months on the job. These surveys help HR teams and managers understand what's working in their onboarding process and where improvements can be made.

Why Are Onboarding Surveys Important?

Onboarding surveys offer several critical benefits:

• Improves employee retention: Addressing concerns early on can prevent turnover.
• Boosts engagement and morale: Surveys give employees a voice, making them feel heard.
• Enhances productivity: Understanding the gaps in the onboarding process helps improve training and integration, leading to faster productivity.

Crafting the Perfect Employee Onboarding Survey

Creating an effective onboarding survey involves more than just asking, "How do you feel?" The questions must be structured to gather actionable insights while also making the new hire feel comfortable sharing their experience. Here’s a breakdown of how to create one:

Keep It Simple and Concise

Avoid overwhelming new employees with too many questions. Stick to key areas like training, support, and workplace culture. Questions should be easy to understand and answer.

Use a Mix of Question Types

Incorporate multiple-choice, Likert scale, and open-ended questions. This variety allows for both quantitative and qualitative feedback.

Timing Is Crucial

Conduct surveys at multiple points: immediately after the onboarding process and then after the first 30, 60, or 90 days. This staggered approach captures evolving perspectives as the employee settles in.

Key Questions to Ask in an Employee Onboarding Survey

Here are some core questions, categorized by their focus, that you can include in your onboarding survey:

General Onboarding Experience

These questions help assess the overall onboarding process:

• "How would you rate your overall onboarding experience?"
• "Did the onboarding process meet your expectations?"
• "Was the onboarding information clear and well-structured?"
• "How welcoming was your first day at work?"
• "Did you feel informed about what to expect in your first week?"
• "How satisfied are you with the pace of your onboarding?"

Role and Responsibilities

These questions ensure the employee understands their role:

• "Do you feel you have a clear understanding of your role and responsibilities?"
• "Has your manager clearly communicated performance expectations?"
• "Were your job responsibilities clearly explained during the onboarding process?"
• "Do you feel your skills align with your job duties?"
• "Were there any surprises regarding your role after starting?"

Training and Resources

Training plays a pivotal role in onboarding success. These questions focus on its effectiveness:

• "Was the training you received helpful in understanding your job duties?"
• "Do you feel equipped with the necessary tools and resources to do your job well?"
• "Did the training sessions align with your job expectations?"
• "How confident are you in using the tools provided?"
• "Is there any additional training you wish you had received?"

Workplace Culture and Team Integration

Understanding how new hires are fitting into the company culture is critical:

• "Do you feel welcomed by your colleagues?"
• "Are you comfortable working within the team dynamics?"
• "Is the company culture as described during the hiring process?"
• "How well do you feel you fit in with the company culture?"
• "Were you introduced to key team members?"
• "Do you feel encouraged to participate in team activities?"

Managerial Support

New hires rely heavily on their managers for guidance. These questions assess management’s role in onboarding:

• "How supported do you feel by your manager?"
• "Does your manager provide clear instructions and helpful feedback?"
• "How approachable do you find your manager?"
• "Does your manager check in with you regularly?"
• "Do you receive constructive feedback from your manager?"

Feedback and Improvement

Finally, it's essential to ask for suggestions:

• "What could we improve about the onboarding process?"
• "Were there any aspects of the onboarding process that were unclear or confusing?"
• "Is there any aspect of the onboarding process you would change?"
• "Do you feel your feedback during onboarding is valued?"
• "What was the most helpful part of the onboarding process?"

The Role of Follow-up Surveys

The onboarding experience doesn’t end after the first few weeks. Follow-up surveys at intervals of 30, 60, and 90 days help track long-term satisfaction and integration:

• "How would you rate your experience 30 days after onboarding?"
• "Are there any additional resources or training you feel you need?"
• "Have your expectations about the job and the company been met?"
• "Have your onboarding needs changed after 60 days?"
• "Do you feel more comfortable in your role after 90 days?"
• "Is there ongoing support available to help you succeed?"

Analyzing Survey Results for Continuous Improvement

Once you collect the data, it’s time to analyze the results:

• Look for patterns: If multiple employees report similar issues, that’s a red flag for an area needing improvement.
• Address negative feedback: Use constructive criticism to make tangible changes.
• Celebrate successes: If certain aspects of your onboarding process receive consistently high ratings, highlight those strengths.

Using Feedback to Shape Future Onboarding

Continuous improvement is key. By acting on the feedback, you can refine and optimize your onboarding process. This could involve revising training materials, enhancing the mentorship program, or providing additional resources to new hires.

Conclusion

A well-structured onboarding survey can provide invaluable insights that lead to improved employee satisfaction and retention. By focusing on key areas like training, role clarity, workplace culture, and managerial support, you can craft an onboarding experience that sets your employees up for long-term success.

Remember, the goal is not just to get feedback but to act on it. Continuously evolving your onboarding process based on real data ensures that you’re meeting the needs of your workforce.

FAQs

1. How often should onboarding surveys be conducted?
   Onboarding surveys should be administered after the initial onboarding process and then at intervals like 30, 60, and 90 days to capture evolving feedback.
2. What is the ideal length of an onboarding survey?
   Surveys should be concise, ideally no more than 15-20 questions. This ensures employees don’t feel overwhelmed.
3. What tools can I use to create an onboarding survey?
   You can use no-code tools like HeyForm, Google Forms, or Typeform to design and distribute surveys easily.
4. How should I act on onboarding survey feedback?
   Look for common themes, address any negative feedback directly, and continuously improve your onboarding process based on the data.
5. Can onboarding surveys improve employee retention?
   Absolutely! Onboarding surveys help identify issues early on, allowing you to make adjustments that improve new hire satisfaction and retention.