Employee Onboarding Survey Questions
The first few weeks are critical in forming a positive and productive relationship between your new employee and your company. And that first image significantly impacts the employee’s engagement and future success within the organization.
It’s your job as an HR Manager to craft a successful onboarding process and to fully leverage the unique talents, curiosity, and ambition your new hires bring to your organization. A well-structured onboarding process is essential and it guarantees that your new hires experience a smooth transition into their roles, thereby setting a solid foundation for their success.
The questions we developed provide rich insights into how well your new hires are integrated and set up for success in the organization.
5 sample employee onboarding survey questions
Question #1: “How satisfied were you with the onboarding in general?”
💡Insights it gives: Captures your new hires’ initial impression of your company. High satisfaction suggests a welcoming and informative onboarding process.
Question #2: “How my job performance is measured was explained to me clearly and comprehensively.”
💡Insights it gives: provides insights into whether employees understand how their performance is evaluated, which is crucial for reducing confusion and anxiety about their assessments and growth opportunities. I you communicate your performance metrics clearly, you’re: A. Making sure that employees feel their evaluations are just and consistent. B: they can align their efforts more effectively with your company objectives, leading to better performance and job satisfaction. On the other hand, a lack of such clarity can result in misaligned priorities and demotivation.
Question #3: “The job description and interview process were consistent with what I am currently doing.”
💡Insights it gives: checks if what your employees were told matches what they are doing now. If those align, it shows your company communicated well from the start. Consistency helps build trust and sets realistic expectations. If there’s a big mismatch, your employees might feel misled or frustrated. This can impact their job satisfaction and sense of fit within the company.
Question #4: “My supervisor quickly integrated me into the team.”
💡Insights it gives: sheds light on how effectively your managers are welcoming new employees into their teams. If integration is quick, it suggests that they have strong onboarding and team-building skills. This can lead to higher employee engagement and a smoother transition for new hires. If the process is slow, it might indicate a need for better training or support for your leaders in fostering team dynamics.
Question #5: “What could have gone better in the weeks leading up to your new job?”
💡Insights it gives: It’s an open-ended question that can provide qualitative insights into the pre-employment phase of your hiring process. By identifying any issues or areas for improvement, you can refine your communication and preparation efforts before your new hires start. If candidates mention confusion or lack of information, it indicates a need to improve clarity and support during this time. Enhancing this part of the process can lead to a more positive initial impression and smoother transition for new employees, ultimately setting them up for success from day one.
Here are the sample questions! Download our full template with 28 onboarding questions along with best practices for running surveys.
