What Is an Onboarding Survey?
An onboarding survey is a structured questionnaire designed to gather feedback from new employees during their first days, weeks, or months in a company.
By capturing real-time impressions, organizations can proactively refine its orientation process, ensure new hires feel supported, and accelerate their integration into the team.
Timing and Frequency of Onboarding Surveys
Pre-Boarding Phase
Some companies send a brief survey before an employee’s official start date, capturing expectations and any pre-employment concerns.
First Week
An early survey can check if the orientation materials, welcome sessions, and introductions are meeting expectations.
30- to 60-Day Mark
At this stage, employees have enough experience to offer insights on training relevance, team support, and job satisfaction.
90-Day Reflection
A final check to ensure the onboarding journey has successfully guided them to full productivity.
Best Practices for Crafting Onboarding Surveys
Keep Surveys Short
Lengthy questionnaires can lead to survey fatigue. Aim for 10–20 concise questions targeting the most crucial areas.
Ask Actionable Questions
Frame questions so that responses point to specific areas for improvement, such as clarity of role, resource availability, or team support.
Mix Quantitative and Qualitative
Combine scale-based questions (e.g., 1–5 ratings) with open-ended ones to capture nuanced feedback.
Maintain Anonymity
Assure new hires their answers remain confidential, encouraging candid input without fear of judgment.
Close the Loop
Share key findings and any planned improvements to demonstrate responsiveness and build trust.
Interpreting and Acting on Survey Results
1. Identify Trends
Look for common themes—like confusion around job responsibilities or lack of clarity on company policies.
2. Prioritize Action Items
Focus on the most critical issues first. If several new hires highlight an underwhelming orientation session, revamp it immediately.
3. Set Measurable Goals
If “lack of training materials” is a recurring complaint, aim to have a new training repository within a specific timeframe.
4. Monitor Progress
Track whether changes yield a better onboarding experience by looking at feedback from subsequent groups of new hires.
Tailoring Onboarding Surveys for Remote or Hybrid Teams
Virtual Orientation
Add questions about remote training tools, communication platforms, and digital resources to understand any remote-specific challenges.
Tech Support
Ensure queries address connectivity issues, device setup, and user-friendliness of virtual collaboration tools.
Encourage Social Interaction
Ask how easy or difficult it is to connect with colleagues and participate in remote team-building activities.
Common Pitfalls to Avoid
Collecting Data Without Action
Gathering feedback but never addressing the findings can erode employee trust and discourage future participation.
Over-Surveying
Too many surveys can lead to “survey fatigue,” causing employees to rush or skip feedback.
Ignoring Context
Each new hire’s experience can vary by role, department, or location. Dive deeper into segmented data to pinpoint unique concerns.
Tools and Platforms for Onboarding Surveys
Online Survey Tools
Use platforms like ThriveSparrow, SurveySparrow, or Google Forms for a quick setup and a user-friendly design.
HR Software
Many HR platforms (e.g., ThriveSparrow, Lattice, Workday) offer built-in surveys, automating distribution and data collection.
Automated Feedback Loops
Consider setting up automated triggers to send surveys at specific milestones, like a new hire’s two-week or one-month anniversary.
FAQs
1. What types of questions should be included in an onboarding survey?
Focus on clarity of role expectations, quality of training, sense of belonging, and the effectiveness of communication channels.
2. When is the best time to collect feedback?
Typically, you’ll want an initial survey within the first two weeks to gather first impressions. A second survey around 30 to 60 days captures deeper insights.
3. How do we handle negative feedback?
View negative feedback as an opportunity. Analyze the issues in detail, communicate transparently about improvements, and follow up once changes are made.
