An onboarding survey is a feedback tool that collects information from new employees about their onboarding experience. It measures satisfaction, identifies gaps in the process, and provides insights that help organizations continuously improve how they welcome and train new hires. Unlike manager observations, which capture only the external view, surveys reveal the employee's internal experience and perceptions.
For businesses with shift workers across multiple locations, standardized surveys ensure every new employee's voice is heard and every manager receives actionable feedback about their onboarding effectiveness.
Why Onboarding Surveys Matter
You can't improve what you don't measure. Only 12% of U.S. employees believe their company has a good onboarding process. Most organizations operate blind to what's working and what's failing from the new hire's perspective.
The problem is visibility. Managers assume everything is fine because employees show up and do their work. Meanwhile, those same employees feel confused, unsupported, or overwhelmed, but they're hesitant to speak up for fear of appearing incompetent or complaining.
Research shows that 81% of new employees feel overwhelmed during onboarding, and 72% think they might be asking too many questions. These silent struggles drive turnover. Surveys break the silence by creating a safe channel for honest feedback.
The payoff is substantial. Organizations that actively seek and act on onboarding feedback create better experiences, which directly impacts retention. Employees who experience great onboarding are 69% more likely to stay with a company for three years.
When to Survey New Hires
Timing matters. Different stages of onboarding surface different insights:
After the First Week
Survey while impressions are fresh. First-week surveys focus on:
- Whether employees felt welcomed
- If first-day logistics ran smoothly
- Whether role expectations were clearly communicated
- If they have the basic tools and access needed
- What could improve the first week for future hires
Keep this survey short (5-7 questions). New employees are still drinking from a firehose of information.
At 30 Days
By one month, new hires have enough experience to provide substantive feedback about:
- Training adequacy and effectiveness
- Integration with the team
- Understanding of company culture
- Manager support and communication
- Whether their role matches what was described during hiring
- Overall satisfaction with the onboarding process
This is typically the most comprehensive onboarding survey, with 12-15 questions ideal.
At 60 Days
The two-month checkpoint assesses:
- Confidence in performing job duties independently
- Cultural fit and team dynamics
- Whether expectations remain aligned
- Areas still needing support or clarity
At 90 Days
The final onboarding survey evaluates:
- Overall satisfaction with the entire onboarding experience
- Readiness to perform the job effectively
- Understanding of career growth opportunities
- Likelihood to stay with the company
- Comprehensive feedback for process improvement
Essential Survey Questions
Effective onboarding surveys blend quantitative and qualitative questions:
First Week Questions
- On a scale of 1-5, how welcome did you feel on your first day?
- Did you receive all necessary information before starting? (Yes/No)
- Was your workspace/equipment ready when you arrived? (Yes/No)
- What could have made your first week better? (Open-ended)
30-Day Questions
- Do you clearly understand your role and responsibilities? (Scale 1-5)
- Have you received adequate training to perform your job? (Scale 1-5)
- Do you feel like part of the team? (Yes/No/Somewhat)
- How would you rate the onboarding process overall? (Scale 1-5)
- What aspects of onboarding were most valuable? (Open-ended)
- What aspects need improvement? (Open-ended)
60-Day Questions
- How confident are you in performing your job duties independently? (Scale 1-5)
- Do you understand how your role contributes to company goals? (Yes/No)
- Are you satisfied with the feedback and support from your manager? (Scale 1-5)
- Do company values align with what you observe daily? (Yes/No)
90-Day Questions
- Would you recommend working here to a friend? (Yes/No/Maybe)
- Do you see long-term career opportunities here? (Yes/No/Unsure)
- What surprised you most about working here? (Open-ended)
- If you could change one thing about the onboarding process, what would it be? (Open-ended)
Survey Best Practices
Keep It Short
Limit surveys to 10-15 questions maximum. Longer surveys see significantly lower completion rates. Focus on the most important information for each stage.
Make It Anonymous (Usually)
Anonymous surveys generate more honest feedback. New employees fear repercussions for criticism. Anonymity removes that barrier. However, some organizations use identified surveys for the 90-day checkpoint to connect feedback with specific development needs.
Use Mixed Question Types
Combine rating scales (quantitative data showing trends) with open-ended questions (qualitative insights explaining the scores). Culture Amp's research shows this combination provides the fullest picture.
Act on the Feedback
Nothing destroys trust faster than asking for feedback and ignoring it. When patterns emerge, address them:
- Discuss results with managers
- Implement changes to fix identified problems
- Communicate back to employees what changed based on their input
Track Trends Over Time
One survey provides a snapshot. Tracking responses across multiple cohorts of new hires reveals patterns and measures whether changes actually improve the experience.
Common Survey Mistakes
Waiting Too Long: Surveying only at 90 days means three months of potential issues went unaddressed. Early surveys catch problems while there's still time to fix them.
Asking Leading Questions: "Our onboarding process is excellent, right?" isn't a useful question. Frame questions neutrally.
Survey Fatigue: Don't survey constantly. Strategic touchpoints at week one, 30, 60, and 90 days are sufficient.
No Follow-Up: Collecting feedback without action wastes everyone's time and breeds cynicism.
Overly Complex Language: Use clear, simple questions. Confused respondents provide unreliable data.
Closing the Feedback Loop
The survey isn't the end. Share what you learned:
- Communicate survey results to managers
- Discuss key findings with the leadership team
- Let new hires know their feedback drove changes
- Celebrate improvements in scores over time
When employees see that their feedback creates tangible improvements, they become more engaged and invested in the organization's success. The onboarding survey transforms onboarding from a one-way information dump into a two-way conversation. It reveals gaps in your process, validates what's working well, demonstrates that you value employee input, and provides data to drive continuous improvement.
Organizations that regularly survey new hires and act on their feedback create better onboarding experiences, which leads to higher retention, faster productivity, and more engaged employees. The small investment in creating and deploying surveys pays substantial dividends through improved outcomes and reduced turnover.
