A well-structured onboarding program is critical for integrating new hires into your organization, setting them up for success, and fostering long-term engagement. But how do you know if your onboarding program is truly effective?
All you have to do is ask.
Onboarding surveys gather honest feedback from your newest team members, but not just any survey will do. The best results come when you assess the strengths and weaknesses of your onboarding process within a comprehensive framework. Then, asking the right new hire onboarding survey questions at the right time, helps gain valuable insights into how these additions to your payroll are experiencing your company and their role within it.
New Hire Onboarding: Setting the Stage for Feedback
Before delving into specific questions, let’s acknowledge the importance of timing. All new hire onboarding survey questions are more effective when they have a framework in which to exist. This is just one of several best practices for new hire onboarding surveys.
Also, ensure the survey data is actionable, the feedback is timely, and employees are comfortable. Sending the survey at the right time is critical; wait too long and you lose out on valuable insights and a critical opportunity to connect. Automate the process to ensure timing is right, and best practice is to deploy at least two check-in surveys during the first 45 days. A reasonable schedule may look like this:
- Onboarding Week 2: A survey for new employees after their first week on the job. This helps you get a sense of first impressions and assesses the recruiting experience, orientation, and fundamental onboarding elements. Focus on the onboarding experience itself. Did they feel welcomed? Were logistics smooth? Did they have access to the necessary resources?
- Onboarding Week 5: A survey for employees after their first 30 days on the job. New employees are starting to settle in and adapt to their new role. This survey helps assess training, role expectations, and productivity. Assess knowledge acquisition and role clarity. Did the training adequately prepare them for their responsibilities? Do they feel comfortable asking questions?
- Onboarding Months 2-6: A survey for employees who are between 60 and 180 days on the job. This timframe provides a detailed assessment of the entire new hire experience beyond early onboarding, measuring perceptions of culture, leadership, alignment and more. Evaluate overall engagement and long-term fit. How comfortable are they within the team dynamic? Do they feel supported and valued?
Onboarding Survey Questions: Gearing Up for Insights
With an overall time frame in place, let’s explore specific new hire onboarding survey questions that are foundational to success, particularly when incorporated at the right time in the new hire onboarding journey. These suggested survey questions provide a solid foundation for valuable insight. Remember to use a variety of question types — yes/no, multiple choice, and sliding scales — to keep it engaging.
Week 2 Onboarding Survey Questions
- How smooth was the onboarding process (e.g., paperwork, equipment, access)?
- Did you feel welcomed and supported by your team and manager?
- Were the initial training materials clear and helpful for understanding your role?
Week 5 Onboarding Survey Questions
- To what extent do you feel comfortable asking questions and seeking clarification from your manager or colleagues?
- How well-prepared do you feel to start taking on your core responsibilities?
- Are there any additional resources or training you require to feel confident in your role?
Months 2-6 Onboarding Survey Questions
- How well do you feel integrated into the company culture and team dynamic?
- Do you understand your role’s contribution to the broader company goals?
- How likely are you to recommend our company to others as a great place to work?
Questions to Ask New Hires: Beyond the Basics
While the above data-driven questions provide a solid foundation, organizations should also punctuate the survey with open-ended questions. This allows new hires to elaborate on their experiences and share specific examples. Here are a few prompts to spark discussion:
- What was the most valuable aspect of your onboarding experience so far?
- What, if anything, could we have done differently to make your onboarding process smoother?
- What aspects of your role excite you the most?
- Do you have any suggestions for future new hires’ onboarding experience?
By including these open-ended questions, you gain deeper insights into new hires’ thoughts and feelings. Perhaps more importantly, you foster a sense of openness and demonstrate your commitment to their well-being.
Onboarding Survey Questions for New Hires: The Payoff
Building a comprehensive survey process that includes the right new hire onboarding survey questions is an investment of time and effort. However, the payoff is big. By gathering feedback from your newest team members, you can identify areas for improvement in your onboarding program, boost new hire engagement, and ultimately improve retention rates, leading to real bottom line results.
First, you’ll gain insights into the strengths and weaknesses of your onboarding process to make targeted adjustments and continuous improvements. Second, you demonstrate that you value your new hires’ opinions, fostering a sense of connection and belonging that leads to higher engagement and satisfaction. Lastly, a smooth and positive onboarding experience directly impacts your retention rates. By addressing early concerns and proactively supporting new hires, you increase their chances of long-term happiness and success.
Ready to build a best-in-class, new hire onboarding program?
People Element offers a user-friendly, online dashboard of resources and tools to empower the design and execution of an effective onboarding experience. Learn more about the value of employee surveys! The right platform and new hire onboarding survey questions can help you build a best-in-class program. Contact us for a free demo today.
