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Employee Onboarding Survey

Employee onboarding is a critical component of any successful business. While we may not always think about it, a good onboarding process is essential to helping new employees hit the ground running without excessive overwhelm.

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Employee Onboarding Survey

The better your employee onboarding, the more likely they are to stay with the business in the long term. Beyond the interview process, onboarding is where you make a strong impression on new employees and illustrate the culture and processes that define your business.

What is the Employee Onboarding Survey?

Your Say Surveys’ Employee Onboarding Survey provides your company with the means to assess how effective your onboarding process is. In turn, you can identify where improvements can be made to better the experience for new employees moving forward.

This is a survey new employees can complete within the first few weeks or months of joining.

Focus Areas of the Employee Onboarding Survey

Our survey covers questions that allow your company to measure integral factors related to new employee engagement and satisfaction. With the Employee Onboarding Survey, you’ll be able to gauge:

We ask a series of relevant questions, allowing new employees to provide anonymous feedback that will inform the improvements you make to onboarding. Depending on your needs, we can customise the questions to cover factors unique to your company and how it operates.

Examples of survey questions aimed at newly onboarded employees include:

Survey Questions

FAQ’s

Frequently Ask Questions

01 What is an employee onboarding survey?

An employee onboarding survey focuses on getting feedback from recently employed and onboarded staff to gauge how they felt about the entire onboarding process.

Joining a new company is typically one of the more daunting aspects of the employee journey, but a good onboarding experience can go a long way in making the first few months a manageable and pleasant affair. Conversely, a poorly structured onboarding process can leave new employees overwhelmed, confused, and frustrated. If an onboarding experience is particularly poor, it can even drive a new employee to quit and resume the search for a new employer.

The core purpose of an employee onboarding survey is to understand how well your business manages this process. It benefits you not just in identifying where improvements could be made, but in also recognising where your onboarding strengths lie so you can continue to foster those positives. The ultimate goal is to develop a process that makes new employees feel welcome and properly-equipped to perform at their best from the get-go.

02Why is onboarding experience feedback important?

It’s simple: the onboarding process can genuinely make or break your business in the long-term.

Companies that have a smooth and approachable onboarding process make a great first impression and are better positioned to retain employees for longer. If the process is poor, new employees start their journey with your business already sceptical of your capacity to run things well, and you then have to work harder to prove that your business is worth sticking with.

By getting feedback from newly onboarded employees and gauging how their initial weeks or months have been, you’ll be able to identify the key areas of concern and work on addressing them in a meaningful way.

03What questions should you include in an onboarding survey?

Some questions we recommend including in an employee onboarding survey are:

How well do you understand your new role, including the specific responsibilities your job entails?
Was your role accurately described to you during your interviews? If not, tell us where the information was inaccurate or misleading.
How challenging have you found your new role to be in the initial weeks and months?
Are you enjoying your new role?
Are you having relevant role-based conversations with your manager?
Are you satisfied with the support and guidance provided by your manager and leadership during onboarding?

Many other questions can be included, as well, especially if your company operates within specific niches or has unique requirements that other roles don’t. As an example, if you operate within healthcare, you may have relevant questions for new employees regarding whether or not they felt properly briefed on compliance-related aspects of their role.

04How can a new employee onboarding survey improve retention?

As stated, the onboarding experience for new employees can paint a picture of your business at large. If your onboarding process is inconsistent and new employees feel as though they’ve lacked guidance or support, that will impact how confident they’ll feel in receiving proper guidance and support moving forward.

These issues, while they may seem small to a business when considering the bigger picture of employee experience, genuinely impact individual employees and the confidence they have in the business as a whole.

By regularly assessing your onboarding efforts and identifying where common pain points exist among new employees, you can address these points and limit or completely eliminate them over time. Not only does this better position your business for future onboardings, but it also shows your current employees who may have had a less ideal onboarding that you take their feedback seriously and are always improving for them and their needs. A business that shows it’s willing to improve as needed gives employees greater confidence in staying.

05How often should you collect onboarding feedback?

Unlike other workplace surveys, which typically involve a set of predictable cadences (such as quarterly, every six months, annually, etc.), onboarding surveys should be conducted within the first few months of a new employee joining.

You could do one onboarding survey a month or two after they join to see how they perceive the overall process, or you could utilise multiple surveys at different times throughout those initial months. For example, you give them smaller pulse-like onboarding surveys to complete after their first two weeks, their first month, and then at the end of their second or third month to see how their experience trends over time.

It’s important not to overwhelm your new staff members with too many questions too often, so using multiple surveys should involve shorter form or simple multiple choice questions. A single onboarding survey after a month or two could require a one-off request for feedback that involves a little more time investment and fleshed-out written responses.

If you need any guidance on how to structure your employee onboarding survey or would like us to craft a survey for your new employees, get in touch with the Your Say team today.

Ready to Talk?

Want to run an Employee Onboarding Survey at your company? Get started by contacting us.

The Your Say team has decades of collective experience in helping companies improve their operations through data-rich surveys, making their workplaces better spaces for employees, new and established.

Our Employee Onboarding Survey starts at

$1,100

excluding GST.

Employee Onboarding Survey