25+ Employee Onboarding Survey Templates & Examples in 2025

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Creating meaningful employee onboarding surveys can feel overwhelming when balancing thoroughness with completion rates. At Matter, we understand that many organizations struggle to design templates that capture valuable feedback without overwhelming new hires. The challenge lies in structuring employee onboarding survey questions that transform scattered feedback into systematic insights. With the right approach to new employee onboarding surveys, organizations can implement reliable feedback programs.

Understanding what employee onboarding is and why it matters provides essential context for effective survey design. Mastering new-employee onboarding survey questions and new-employee orientation survey questions makes gathering actionable insights straightforward. Strong employee onboarding survey templates enable HR professionals to identify gaps and optimize the onboarding experience. This guide provides ready-to-use templates that help organizations collect feedback and support new hires throughout their journey.

What is employee onboarding?

Employee induction is a systematic process of assimilating new employees into an organization, extending from their initial day to achieving full productivity. This critical phase encompasses everything from paperwork completion to cultural integration and skills development. A well-designed employee engagement survey can measure how effectively your onboarding program prepares new employees. Organizations that invest in comprehensive onboarding see significant improvements in employee retention and job performance.

Defining employee onboarding and its critical importance

Employee onboarding represents the formal introduction of new hires to their new workplace environment and responsibilities. This orientation process includes training sessions, team integration activities, and the distribution of resources. Strong employee onboarding programs create first impressions that shape an employee's entire tenure with the organization. The onboarding experience directly influences whether new employees become engaged contributors to business success.

Key phases from pre-boarding through 90 days

The onboarding process begins before the first day with pre-boarding activities that confirm logistics and provide materials. Week one focuses on welcome activities, initial training, and ensuring new team members have the necessary tools. Days 30 through 60 emphasize role clarity, performance expectations, and deeper team integration experiences. The 90-day milestone marks a comprehensive evaluation of the overall onboarding process and long-term success indicators.

How effective onboarding impacts retention and productivity

Organizations with good onboarding programs experience lower turnover and faster time-to-productivity among new employees. When employees feel valued during onboarding, they develop a stronger commitment to the organization's values and culture. Effective onboarding training reduces unclear job expectations and helps new hires understand their role contributions. The investment in the hiring process pays off when the onboarding experience creates engaged employees prepared for their responsibilities.

What are the benefits of employee onboarding surveys?

Employee orientation surveys provide systematic approaches for gathering feedback at critical points during a new employee's integration process. These surveys transform subjective impressions into data-driven insights that improve future new hires' experiences. Implementing onboarding surveys creates accountability for the onboarding program while demonstrating commitment to employee experience. Pulse survey methodologies can complement onboarding surveys to track engagement levels over time.

Real-time feedback enabling rapid program adjustments

Onboarding survey questions capture new hires' experiences while memories remain fresh, enabling early feedback and interventions. Survey responses reveal which aspects of the onboarding process work well and which need immediate attention. Organizations can identify patterns across new hire surveys to improve onboarding before issues become systemic. This feedback loop creates continuous improvement rather than relying on annual program reviews.

Data-driven identification of gaps and improvement opportunities

Onboarding surveys provide quantitative metrics that help HR professionals effectively prioritize resources and interventions. Question-level analysis reveals specific training sessions, resources, or support systems that require enhancement. Comparing survey responses across departments or managers identify best practices worth replicating throughout the organization. The onboarding feedback collected enables evidence-based decision-making rather than relying on assumptions about program effectiveness.

Predictive insights connecting onboarding quality to long-term success

Onboarding survey scores often correlate with employee retention rates and first-year job performance metrics. Organizations can identify at-risk new hires based on early survey responses and intervene before turnover occurs. Tracking onboarding experience scores across cohorts measures whether program improvements actually enhance outcomes. These predictive insights transform onboarding surveys from administrative tasks into strategic retention tools.

Why employee onboarding survey questions are important for new hire success

Thoughtfully designed employee onboarding survey questions demonstrate organizational commitment to continuous improvement and employee satisfaction. These questions create formal channels for new hires to share concerns they might hesitate to voice directly. The questions themselves communicate what aspects of the onboarding experience the organization values most. Employee pulse survey approaches can reinforce onboarding feedback with ongoing check-ins.

Connection between survey feedback and first-year retention

New employees who complete onboarding surveys feel their opinions matter and their voices are heard by leadership. This engagement survey participation correlates with higher commitment levels and reduced early turnover intentions. When organizations act on onboarding feedback, employees see tangible evidence that leadership values their input. The feedback loop strengthens the psychological contract between new employees and the organization.

How questions demonstrate organizational commitment to improvement

Well-crafted survey questions signal that the organization takes the employee lifecycle seriously from day one. Questions about manager support, team integration, and resource availability show attention to the complete employee experience. When onboarding survey questions address specific behaviors rather than vague impressions, employees trust the feedback process. This commitment builds confidence that the organization invests in employee sentiment and growth.

Impact on engagement levels and time-to-productivity

Regular feedback opportunities during onboarding keep new hires actively reflecting on their experience and needs. This reflection accelerates identification of knowledge gaps and resource requirements that slow time-to-productivity. Employees who participate in onboarding surveys report higher engagement levels and stronger organizational alignment. The survey process itself becomes part of a positive onboarding experience that builds lasting connections.

Employee onboarding survey template best practices

Effective employee onboarding survey templates balance comprehensive coverage with a reasonable completion time for new hires. The timing, duration, and structure of surveys considerably influence response rates and the quality of the feedback received. Pulse survey question methodologies inform best practices for keeping surveys focused and actionable. Following these guidelines ensures your onboarding surveys capture valuable insight without creating survey fatigue.

Optimal survey timing from pre-boarding through 90 days

Pre-boarding surveys confirm logistics and collect feedback on the recruitment and interview process experience. Day one and first-week surveys capture initial impressions while the onboarding experience remains vivid and memorable. The 30-day survey evaluates training adequacy and role clarity as new hires apply their learning in the workplace. Surveys at 60 and 90 days assess deeper integration, engagement levels, and indicators of retention likelihood

Question quantity and survey length recommendations

Effective onboarding surveys include 10 to 20 questions, depending on the timing and evaluation goals being measured. Each survey should take 5 to 10 minutes to complete to maintain consistently high response rates. Balance quantitative rating scales with open-ended questions that capture nuanced feedback about new hires' experiences. Shorter surveys at early milestones can expand to more comprehensive assessments at the 90-day mark.

Response rate optimization techniques for new hires

Send surveys through channels where new employees already work, including team communication platforms and email. Provide clear explanations of how survey responses will improve the experience of future new hires. Consider offering small incentives or recognition for completing the survey to boost participation rates. Schedule survey delivery at optimal times when new hires can thoughtfully reflect on their experiences.

New employee onboarding survey questions for first-week assessment

The first week is a critical window for capturing initial impressions and identifying early concerns. Survey questions should focus on the welcome experience, training effectiveness, and the quality of immediate support received. These early touchpoints set expectations for the ongoing onboarding experience and relationship with the organization. Employee engagement survey questions can inform first-week assessment approaches.

Welcome experience and initial impression questions

Questions about the welcome process reveal whether new hires felt expected and valued from their first day. Assess whether team members introduced themselves and made efforts to include new employees in activities. Evaluate the quality of the first-day logistics, including workspace setup and administrative process efficiency. Capture feedback on whether the initial impressions matched expectations set during the hiring process.

Training effectiveness and information clarity questions

The first week of training should provide foundational knowledge without overwhelming new employees with excessive information overload. Ask whether training sessions covered essential topics clearly and at an appropriate pace for learning. Evaluate whether onboarding materials were accessible, organized, and helpful for learning job responsibilities. Gather feedback from participants on preferred training formats and suggestions for improvement.

Manager support and team integration questions

New hires need regular check-ins with their manager during the critical first week of their tenure. Survey questions should assess manager accessibility, communication quality, and the frequency of initial feedback. Evaluate how effectively team leaders facilitated introductions and integration with colleagues on the team. Capture whether new employees received adequate support to feel comfortable asking questions.

Employee onboarding survey question types and formats

Effective onboarding surveys combine multiple question formats to capture comprehensive and actionable feedback from participants. Each format serves different purposes in understanding the new employee experience and identifying improvements needed. Pulse survey software platforms support various question types, enabling flexible survey design. Choosing appropriate formats ensures you collect feedback that drives meaningful program enhancements.

Rating scale questions for quantitative analysis

Rating scale questions provide numerical data that enables trend tracking and benchmarking across time periods. Use consistent scales throughout surveys to allow comparison of scores across different onboarding dimensions measured. These questions work well for measuring satisfaction levels, agreement with statements, and likelihood metrics. Rating scales enable quick completion while generating data for organizational alignment analysis.

Multiple choice questions for categorical feedback

Multiple-choice questions efficiently categorize responses for analyzing training preferences and resource utilization patterns. Use these formats when a defined set of response options fully covers the relevant possibilities. They work well for questions about communication channel preferences, the effectiveness of training formats, and resource discovery. Multiple choice questions balance specificity with completion speed for busy new hires.

Open-ended questions for qualitative insights

Open-ended questions capture nuanced perspectives that rating scales cannot fully express in quantitative terms. These questions reveal specific examples, suggestions, and concerns that inform targeted improvements to programs. Limit open-ended questions to 2 or 3 per survey to avoid respondent fatigue. Use prompts that encourage specific feedback rather than vague general impressions from respondents.

New employee orientation survey questions for day one experience

The orientation process on day one shapes lasting impressions of company culture and organizational values. Day one surveys should focus on logistics, the quality of the welcome, and the clarity of the next steps provided. These surveys capture first engagement survey data before new employees become immersed in daily work. Employee recognition programs can complement orientation by celebrating early milestones.

Administrative process efficiency questions

Evaluate whether paperwork, system access, and administrative tasks were handled smoothly and clearly. Ask about wait times, confusion points, and overall efficiency of necessary administrative processes completed. Gather feedback on the clarity of the instructions for completing the required documentation forms. Identify bottlenecks that could be streamlined for future new hires' experiences.

Workspace setup and technology readiness questions

New employees need functional workspaces and access to technology to begin productive work immediately upon arrival. Survey questions should assess whether the equipment was ready and properly configured upon arrival. Evaluate the quality of technology orientation and support available for resolving setup issues. Capture feedback on whether new hires received all the necessary tools to begin their role.

First impressions and welcome experience questions

The overall company culture becomes apparent through first-day interactions and welcome activities provided. Ask whether new hires felt genuinely welcomed by their manager, team, and broader organization. Evaluate alignment between the recruitment process promises and the actual day-one experience. Capture emotional responses to identify what made new employees feel valued or concerned.

30-day employee onboarding survey template with complete questions

The 30-day milestone marks a transition from intensive learning to applying knowledge in the role. This survey evaluates whether onboarding training adequately prepares new hires for their job responsibilities. New employees have sufficient experience to assess resource availability and the effectiveness of the support system. Kudos employee recognition can celebrate 30-day milestones alongside survey completion.

Role clarity and responsibility understanding

I clearly understand my primary job responsibilities.
My job description accurately reflects my actual daily work.
I understand how my role contributes to team and organizational goals.
Performance expectations have been clearly communicated.
I know who to contact for different types of questions or issues.
My manager has clarified priorities for my first 90 days.
I comprehend the criteria by which my performance will be assessed.
Role boundaries with other positions are clear.
I have clarity on decision-making authority in my position.
Career progression paths have been explained.
I understand cross-functional collaboration expectations.
Meeting and communication norms are clear.
I know where to find policies and procedures for my work.
Project assignment processes are understood.
What aspects of your role remain unclear?

Training adequacy and skill development assessment

Evaluate whether the initial onboarding training provided a sufficient foundation for current responsibilities. Ask about gaps between training content and actual job requirements encountered. Assess whether additional training sessions would improve job effectiveness and confidence. Gather specific suggestions for enhancing training programs for future employees.

Resource availability and support system evaluation

New hires need consistent access to resources, tools, and support throughout their onboarding journey. Survey questions should assess whether promised resources were actually available and accessible. Evaluate the responsiveness and helpfulness of support resources when questions arose. Identify resource gaps that created unnecessary friction or slowed productivity.

60-day new employee onboarding survey template

The 60-day survey assesses deeper integration into role responsibilities and team dynamics. By this point, new employees have experienced enough situations to fully evaluate the adequacy of support. This milestone captures feedback on goal clarity and early career development conversations. Employee recognition and rewards programs enhance 60-day engagement and commitment.

Performance expectations and goal clarity

I receive regular feedback on my performance.
My manager and I have discussed specific goals for my role.
I understand how my work connects to organizational objectives.
Performance metrics are clear and measurable.
I have opportunities to discuss challenges with my manager.
The feedback I receive is specific and actionable.
I know what success looks like in my position.
Goals are appropriately challenging but achievable.
I have the resources needed to accomplish my objectives.
Timeline expectations are realistic.
I understand competing priorities and how to balance them.
What additional clarity about expectations would help you succeed?

Team collaboration and relationship quality

Effective team integration enables new employees to contribute fully and feel part of the group. Evaluate the quality of working relationships with immediate colleagues and cross-functional partners. Assess whether team dynamics support collaboration, knowledge sharing, and mutual respect. Capture feedback on inclusion in team activities and in informal relationship-building.

Career development awareness and opportunities

Early conversations about growth opportunities signal organizational investment in the employee lifecycle. Ask whether career development paths and advancement opportunities have been discussed. Evaluate awareness of training, mentoring, and skill development resources available. Assess whether new hires see a future with the organization beyond their current role.

90-day employee onboarding survey template for comprehensive evaluation

The 90-day survey provides a comprehensive evaluation of the effectiveness of the entire onboarding program. New hires have enough experience to offer informed assessments and specific improvement recommendations. This milestone often marks the official end of the formal onboarding process for many organizations. Peer-to-peer recognition programs can celebrate the successful completion of onboarding milestones.

Overall onboarding effectiveness assessment

I receive regular feedback on my performance.
The pace of onboarding was appropriate.
Information was provided in a logical sequence.
I received adequate support throughout my onboarding journey.
Training content was relevant to my actual job.
My manager was actively involved in my onboarding experience.
I felt welcomed by my team throughout the process.
Resources were available when I needed them.
Administrative processes were handled efficiently.
Technology and tools were properly set up.
I understand company culture and organizational values.
Company policies and procedures are clear.
I have the knowledge needed to perform my job effectively.
The overall onboarding experience met my expectations.
I would recommend this organization as an employer.
I see myself working here in one year.
I feel connected to the organization's mission.
My team and manager value my contributions.
The interview process expectations matched my actual experience.
What one change would most improve the onboarding experience?

Long-term retention likelihood and commitment

The 90-day mark provides meaningful data on retention predictions based on early experience quality. Ask about the likelihood of recommending the organization and envisioning long-term employment. Evaluate commitment levels and satisfaction with the decision to join the organization. Capture any concerns that might influence future retention decisions.

Comprehensive improvement recommendations

Detailed feedback at 90 days informs systematic improvements to the overall onboarding process. Encourage specific suggestions based on the full onboarding program experience. Ask what would have made the biggest positive difference in their experience. Gather ideas for enhancing training, support, resources, and integration activities.

Employee onboarding examples from leading organizations

Different industries adapt onboarding survey approaches to match their unique contexts and challenges. These employee onboarding examples illustrate how different sectors customize surveys to meet their specific needs. Pulse survey tools enable flexible survey design for different organizational contexts. Learning from varied approaches helps organizations develop tailored solutions.

Technology company onboarding survey example

Technology organizations often emphasize technical setup, tool access, and readiness of the development environment in their surveys. Questions focus on whether new hires can effectively access repositories, development tools, and documentation systems. Surveys evaluate code review processes, mentorship pairing, and technical ramp-up support quality. Cultural questions address the encouragement of innovation, collaboration norms, and alignment with engineering values.

Healthcare organization onboarding survey example

Healthcare onboarding surveys prioritize compliance training, patient safety protocols, and credential verification processes. Questions assess understanding of regulatory requirements, privacy policies, and safety procedures. Surveys evaluate clinical orientation quality, supervision adequacy, and interdisciplinary team integration. Cultural questions explore patient care values, teamwork expectations, and professional development opportunities.

Retail and hospitality onboarding survey example

Retail and hospitality surveys focus on customer service training, product knowledge, and operational procedures. Questions evaluate scheduling system understanding, point-of-sale proficiency, and store policy clarity. Surveys assess manager accessibility, team communication, and adequate support during peak periods. Cultural questions address service excellence standards, brand representation, and employee experience during training.

New employee onboarding survey question categories

Comprehensive onboarding surveys cover multiple dimensions of the new employee experience. Organizing questions by category ensures thorough coverage without redundancy or gaps. Employee recognition platform tools can integrate survey insights with recognition programs. Each category addresses distinct aspects of successful organizational integration.

Training and development questions

Evaluate training content relevance, delivery quality, and practical applicability to job requirements. Assess whether training sessions built the necessary skills and knowledge for role success. Gather feedback on training format preferences and on the accessibility of self-directed learning resources. Identify additional training needs that would enhance job performance and confidence.

Manager and leadership support questions

Manager relationship quality significantly influences new-hire satisfaction and retention. Survey questions should assess manager accessibility, feedback frequency, and guidance quality. Evaluate whether team leaders provided clear direction and demonstrated investment in new employee success. Capture feedback on manager communication style and support during challenging situations.

Cultural integration and values alignment questions

Understanding and embodying company culture determines long-term fit and engagement levels. Questions should assess the clarity of organizational values and behavioral expectations. Evaluate whether the workplace culture matched expectations formed during the recruitment process. Gather feedback on inclusion, belonging, and cultural learning opportunities provided.

Resources and tools adequacy questions

New hires need appropriate resources to perform their job effectively from the earliest days. Survey questions evaluate whether equipment, software, and information resources met job requirements. Assess the quality of onboarding materials, documentation, and reference resources provided. Identify any resource gaps that created friction or inefficiency.

Team relationships and collaboration questions

Strong peer relationships accelerate learning, integration, and job satisfaction among new employees. Questions should evaluate team welcome quality, inclusion in activities, and support for relationship development. Assess the effectiveness of collaboration with immediate colleagues and cross-functional partners. Capture feedback on team dynamics, communication norms, and mutual support.

25+ complete employee onboarding survey templates ready to implement

These complete templates provide ready-to-use surveys for every stage of the eNPS-measured onboarding journey. Each template includes specific questions optimized for its timing and purpose. Organizations can customize these templates to match their unique contexts and priorities. Use these comprehensive resources to collect feedback systematically across the entire employee lifecycle.

Pre-boarding employee onboarding survey template

Before day one, confirm logistics and capture feedback on the recruitment process experience. Pre-boarding surveys identify gaps in communication and help new hires arrive feeling prepared and confident.

Survey introduction: "We're excited to welcome you to [Company Name] soon. Before your first day, we'd like to ensure you have everything you need to start strong. Your feedback also helps us improve the pre-boarding experience for future team members."

Questions:

On a scale of 1-5, how clear and helpful have pre-boarding communications been?
Have you received all the necessary information about your first day (location, parking, dress code, schedule)?
On a scale of 1-5, how accurately did the interview process set expectations for this role?
Do you feel prepared for your upcoming start date?
Were the administrative paperwork requirements clear and manageable?
Do you know your first-day schedule and where to report?
Has the pre-boarding experience increased your excitement about joining [Company Name]? (Yes, significantly / Yes, somewhat / Neutral / No, not really / No, it decreased my excitement)
Have you been introduced to or contacted by your manager before your start date?
Do you have any unanswered questions about your role or the company?
What additional information would help you feel more prepared for day one?
Is there anything causing concern as you prepare to start?
Additional comments: [Open text field]

Technology and equipment readiness confirmation

Pre-boarding surveys verify that technology and workspace preparations are underway. Ask whether equipment preferences were collected and communicated clearly. Confirm that new hires understand technology access and setup processes. Identify any concerns about readiness that require attention before day one.

First-day logistics and arrival information

Clear logistics reduce new-hire anxiety and create smoother day-one experiences. Survey questions confirm understanding of arrival time, location, and parking or transport options. Verify that contact information for first-day questions has been provided. Ensure new employees know who will greet them and guide their orientation process.

Communication preferences and contact verification

Gathering communication preferences before day one enables personalized onboarding experiences. Confirm email access and preferred communication channels for updates. Verify the accuracy of the emergency contact and relevant personal information. Identify accommodation needs or special requirements for day one activities.

Day one new employee onboarding survey template

Day one surveys capture fresh impressions before experiences blend together over time. These immediate insights reveal logistical gaps and first-impression issues that organizations can quickly address for future hires.

Survey introduction: "Welcome to [Company Name]. We'd love to hear about your first-day experience while it's still fresh. Your candid opinion allows us to make a better welcome for future team members. All responses are confidential."

Questions:

On a scale of 1-5, how genuinely welcomed did you feel on your first day?
Was your workspace ready and set up when you arrived?
Did your technology and equipment work properly?
On a scale of 1-5, how efficiently were administrative processes handled (paperwork, badges, system access)?
Did you meet your manager and receive initial guidance on your first day?
Did team members introduce themselves and make you feel welcome?
Do you understand tomorrow's schedule and what is expected of you?
On a scale of 1-5, how well did your overall first-day experience match your expectations?
On a scale of 1-5, how confident do you feel about your decision to join [Company Name]?
What would have improved your first-day experience?
Is there anything you need before tomorrow that you don't currently have?
Additional comments: [Open text field]

Welcome, experience quality, and first impressions

First-day welcome activities shape lasting perceptions of company culture and values. Evaluate whether new hires felt expected, prepared for, and genuinely welcomed. Assess the warmth and authenticity of greetings from managers and team members. Capture emotional responses to identify what created positive or concerning initial impressions.

Administrative process efficiency and clarity

Smooth administrative processes allow new hires to focus on learning rather than paperwork frustration. Survey questions assess clarity, efficiency, and support during required administrative tasks. Identify bottlenecks, confusion points, or inefficiencies in paperwork processes. Gather suggestions for streamlining administrative processes for new employees.

Workspace setup and immediate comfort assessment

Physical comfort and workspace readiness influence first-day productivity and satisfaction. Evaluate whether workspaces were clean, organized, and equipped with necessary items. Assess the quality of workspace orientation and the opportunities for personalization. Capture feedback on environmental factors that support or hinder comfortable working.

End of week one employee onboarding survey template

Week one surveys evaluate the effectiveness of early training and the quality of immediate support. Capturing feedback while experiences are fresh helps organizations identify quick improvements that benefit future new hires.

Survey introduction: "Congratulations on completing your first week at [Company Name]. Your

early impressions are valuable in helping us improve the onboarding experience. Please share your honest feedback, as all responses remain confidential."

Questions:

On a scale of 1-5, how helpful was your first week of training in providing foundational knowledge?
Was the training pace appropriate for your learning style? (Too fast / Just right / Too slow)
Do you understand your core job responsibilities?
On a scale of 1-5, how accessible has your manager been for questions?
Do you feel welcomed and included by your team?
How useful have the onboarding materials been as references? (Very useful / Somewhat useful / Neutral / Not very useful / Not useful at all)
Do you know who to ask for help with different types of questions?
On a scale of 1-5, how clear is [Company Name]'s culture becoming to you?
Do you feel you have adequate support to learn your role?
Have any initial concerns from your first day been addressed?
On a scale of 1-5, how optimistic do you feel about your success at [Company Name]?
What would have improved your first week?
Additional comments: [Open text field]

Initial training effectiveness and comprehension

Week one training establishes foundations for role success and ongoing learning. Evaluate whether the training content was relevant, clear, and appropriately paced. Assess comprehension levels and identify topics requiring additional explanation or practice. Gather feedback on the training format's effectiveness and provide improvement suggestions.

Manager accessibility and support quality

Early manager relationship development predicts long-term satisfaction and performance outcomes. Survey questions assess manager availability, responsiveness, and guidance quality during week one. Evaluate whether check-ins occurred as expected and addressed new hire needs. Capture feedback on communication style and support during the initial learning phase.

Team welcome and integration experience

Peer relationships enhance learning, belonging, and job satisfaction from the earliest days. Evaluate team efforts to include, support, and welcome new employees. Assess the quality of introductions and opportunities for relationship building. Capture feedback on team dynamics and inclusion in informal interactions.

Company culture introduction and values understanding

First-week exposure to company culture shapes ongoing cultural learning and adaptation. Evaluate the clarity of communication about cultural expectations and organizational values. Assess whether observed behaviors matched stated values and expectations. Gather feedback on cultural learning opportunities and resources provided.

Two-week new employee orientation survey template

Two-week surveys assess early knowledge application and deepening role understanding. By this point, new hires have completed initial orientation and begun applying what they learned to actual job responsibilities.

Survey introduction: "You've completed two weeks at [Company Name]. We'd like to understand how your orientation has prepared you for your role and identify any areas where you may need additional support. Your feedback is confidential and will help us improve the onboarding process."

Questions:

On a scale of 1-5, how well does your training translate to your actual job tasks?
Do you understand the expectations for your performance in this role?
On a scale of 1-5, how would you rate your developing relationships with colleagues?
Do you have clarity on your current priorities and workload?
When you encounter challenges, is support readily available?
On a scale of 1 to 5, how confident are you in your ability to do your role?
Are [Company Name]'s cultural norms and expectations becoming clearer?
Do you know how to access the resources and tools you need?
How would you rate communication with your manager so far? (Excellent / Good / Adequate / Needs improvement / Poor)
What barriers, if any, are slowing your progress?
What additional support would help you during your next few weeks?
Additional comments: [Open text field]

Training retention and knowledge application

Effective training translates into practical application during actual job performance. Evaluate how well new hires apply training content to real work situations. Assess whether knowledge gaps have emerged that require additional support. Identify training topics that need reinforcement or additional practice opportunities.

Role expectations and responsibility clarity

Two weeks provide sufficient experience to evaluate role clarity and understanding of expectations. Survey questions assess whether job responsibilities match initial explanations and documentation. Evaluate clarity of performance standards, priorities, and success metrics. Gather feedback on any remaining confusion about role scope or expectations.

Peer relationships and team dynamics

Developing peer relationships supports learning, collaboration, and job satisfaction over time. Evaluate relationship quality with immediate colleagues and broader team members. Assess inclusion in team activities, meetings, and informal interactions. Capture feedback on team dynamics and any interpersonal concerns.

45-day check-in employee onboarding survey template

The 45-day survey bridges the gap between early orientation and deeper integration. At this stage, new hires have moved beyond basic training and are beginning to contribute meaningfully to their teams.

Survey introduction: "You've reached 45 days at [Company Name]. This check-in helps us understand how your onboarding is progressing and identify any support you may need. Your honest feedback is confidential and helps us improve the experience for all new team members."

Questions:

On a scale of 1 to 5, how sure are you that your talents are increasing at the acceptable rate?
How often do you receive constructive feedback on your work? (Daily / Weekly / Bi-weekly / Monthly / Rarely / Never)
On a scale of 1-5, how comfortable do you feel with [Company Name]'s culture and work environment?
Do you feel you are contributing meaningfully to team projects?
Are the learning opportunities available meeting your professional development needs?
On a scale of 1-5, how would you rate the work-life balance expectations in your role?
Do you understand how decisions are made within your team and department?
Do you feel your input is valued during team discussions?
How effective is collaboration between your team and other departments?
What challenges are you facing in receiving adequate support?
Do you feel you are growing professionally in this role?
What would accelerate your development at [Company Name]?
Additional comments: [Open text field]

Skills development and capability growth

New employees should demonstrate measurable skill growth by 45 days. Evaluate confidence in applying trained skills to increasingly complex situations. Assess whether development opportunities match career growth aspirations. Gather feedback on skill gaps requiring additional training or support.

Performance feedback frequency and quality

Regular feedback accelerates development and corrects issues before they become problems. Evaluate how often feedback is provided and how helpful it is for improvement. Assess the manager's willingness to address both strengths and development areas. Capture preferences for feedback frequency, format, and delivery style.

Cultural alignment and values integration

Cultural integration deepens as new hires experience organizational values in practice. Evaluate alignment between personal values and observed organizational behaviors. Assess comfort level with cultural norms and workplace dynamics. Gather feedback on cultural learning experiences and remaining questions.

60-day new employee onboarding survey template

The 60-day survey assesses deeper integration and emerging awareness of career development. At this stage, new hires have established working relationships and can provide meaningful feedback on long-term success factors.

Survey introduction: "You've reached 60 days at [Company Name]. At this point, you've had time to settle into your role and form impressions about your future here. Your candid input allows us to better understand your experience and suggest methods to support your continued development."

Questions:

On a scale of 1 to 5, how well do you understand the performance requirements for your role?
Has your manager discussed career development paths with you?
On a scale of 1-5, how well does your work-life balance support your overall well-being?
Do you feel engaged and committed to [Company Name]?
On a scale of 1-5, how recognized and appreciated do you feel for your contributions?
Do you have influence over how you accomplish your work?
Are professional growth opportunities accessible to you? (Very accessible / Somewhat accessible / Neutral / Somewhat inaccessible / Not accessible)
On a scale of 1-5, how much do you trust your colleagues and leadership?
Are communication channels within your team and department effective?
On a scale of 1-5, how manageable has your workload been throughout onboarding?
Do you understand how your compensation and benefits work?
Are resources for continued learning available to you?
On a scale of 1-5, how strong is your sense of belonging at [Company Name]?
Does your current role align with your career aspirations?
What concerns you most about your experience here so far?
What would make you more confident about your long-term future at [Company Name]?
Additional comments: [Open text field]

Performance expectations understanding survey template

Clear performance expectations enable focused effort and meaningful progress evaluation. This template helps identify gaps in goal clarity, success metrics, and evaluation criteria that may hinder new hire performance.

Survey introduction: "Understanding what success looks like in your role is essential for your growth at [Company Name]. This survey helps us ensure performance expectations are clear and achievable. Your honest feedback remains confidential."

Questions:

On a scale of 1 to 5, how well do you grasp the success metrics for your role?
Have specific performance goals been communicated to you?
Do you understand how and when your performance will be evaluated?
On a scale of 1-5, how realistic and achievable are the expectations set for your role?
Has your manager explained what excellent performance looks like in your position?
Do you understand the connection between your goals and team or company objectives?
On a scale of 1-5, how well-communicated are the criteria used to assess your work?
Do you receive regular feedback on your progress toward expectations?
Are there any aspects of your performance expectations that remain unclear or ambiguous?
What clarification would help you better understand what is expected of you?
Additional comments: [Open text field]

Career development opportunity awareness survey template

Career conversations should begin early to demonstrate organizational investment in growth. This template evaluates whether new hires understand advancement paths and have access to development resources.

Survey introduction: "Your professional growth matters to [Company Name]. This survey helps us understand whether career development opportunities have been communicated effectively during your onboarding. Your feedback shapes how we support employee growth."

Questions:

On a scale of 1-5, how aware are you of advancement paths available in your role?
Has your manager discussed your career aspirations with you?
Do you know what skill development resources are available at [Company Name]? (Very aware / Somewhat aware / Neutral / Somewhat unaware / Not aware)
On a scale of 1-5, how accessible are learning and training opportunities?
Are mentoring opportunities available and communicated to you?
Do you understand what steps are needed to progress in your career here?
On a scale of 1-5, how would you rate the quality of career development support you have received?
Has anyone discussed potential growth trajectories for your role?
Do you feel [Company Name] is invested in your long-term professional development?
What career development support would be most valuable to you?
Additional comments: [Open text field]

Work-life balance and well-being assessment survey template

Sustainable workload and work-life balance predict long-term retention and engagement. This template captures feedback on whether organizational expectations support healthy boundaries and overall well-being.

Survey introduction: "Your well-being matters to us at [Company Name]. This survey helps us understand whether workload and work-life balance expectations are sustainable. Your honest feedback helps us create a healthier work environment."

Questions:

On a scale of 1-5, how manageable is your current workload?
Do workload expectations support healthy boundaries between work and personal time?
On a scale of 1-5, how would you rate [Company Name]'s culture around flexibility?
Do you feel comfortable taking breaks and using personal time when needed?
Has your manager communicated expectations around availability and response times?
On a scale of 1-5, how supported do you feel in maintaining work-life balance?
Are wellness resources and programs available and accessible to you? (Very accessible / Somewhat accessible / Neutral / Somewhat inaccessible / Not accessible / Unaware of any)
Do you feel pressure to work beyond normal hours regularly?
On a scale of 1-5, how sustainable does your current role feel long-term?
Do you have any concerns about work-life balance in your role?
What would improve work-life balance for you at [Company Name]?
Additional comments: [Open text field]

Engagement level and organizational commitment survey template

Sixty days provides sufficient experience to assess engagement and commitment levels. This template evaluates emotional connection to the organization and identifies factors that strengthen or weaken new hire commitment.

Survey introduction: "By now, you have formed meaningful impressions of [Company Name]. This survey helps us understand your level of engagement and connection to the organization. Your honest feedback remains confidential and helps us build a more engaging workplace."

Questions:

On a scale of 1-5, how emotionally connected do you feel to [Company Name]?
Do you feel proud to be a member of this organization?
On a scale of 1-5, how engaged do you feel in your daily work?
Do you feel a strong connection to your team?
On a scale from 1 to 5, how likely are you to recommend [Company Name] as an employer to friends or colleagues?
Do you feel your work is meaningful and contributes to something important?
On a scale of 1-5, how committed do you feel to [Company Name]'s success?
Do you see yourself building a long-term career here? (Definitely / Probably / Unsure / Probably not / Definitely not)
What factors have strengthened your commitment to [Company Name]?
What factors, if any, have weakened your commitment?
What would increase your engagement and connection to the organization?
Additional comments: [Open text field]

90-day comprehensive employee onboarding survey template

The 90-day survey provides a comprehensive assessment of complete onboarding effectiveness. This milestone marks the transition from new hire to fully integrated team member, making it the ideal time to evaluate the entire onboarding journey.

Survey introduction: "Congratulations on reaching 90 days at [Company Name]. This comprehensive survey helps us understand your complete onboarding experience and your outlook for the future. Your honest feedback is confidential and directly shapes how we welcome and support new team members."

Questions:

On a scale of 1-5, how well did onboarding prepare you for success in this role?
On a scale of 1-5, how comprehensive and practical was your training?
Was manager support consistent throughout your onboarding experience?
On a scale of 1-5, how fully integrated do you feel into your team and the organization?
Were resources available when you needed them during onboarding?
Are cultural expectations clear and achievable?
On a scale of 1-5, how valued and recognized do you feel for your contributions?
Do you have strong working relationships with your colleagues?
Do you understand how your role contributes to [Company Name]'s overall success?
On a scale of 1-5, how clear are your career development opportunities?
Do you receive adequate feedback on your performance? (Always / Often / Sometimes / Rarely / Never)
On a scale of 1-5, how sustainable is the work-life balance in your role?
Do you trust leadership and the organization's direction?
On a scale of one to five, how likely are you to suggest [Company Name] as an employer?
Do you see yourself at [Company Name] in one year or longer?
Did the expectations set during hiring match the reality of your experience?
On a scale of 1-5, how satisfied are you with your decision to join [Company Name]?
Was the onboarding timeline and pace appropriate for your needs? (Too fast / Just right / Too slow)
Do you feel empowered to do your best work?
What would most improve onboarding for future hires?
Additional comments: [Open text field]

Overall onboarding program effectiveness survey template

A comprehensive evaluation of the onboarding journey informs systematic improvements. This template assesses whether the program achieved its goals of preparing employees for success across all dimensions.

Survey introduction: "Your complete onboarding journey provides a valuable perspective on our program's effectiveness. This survey helps us understand what worked well and where we can improve. Your detailed feedback shapes the experience for future team members."

Questions:

On a scale of 1-5, how well did the onboarding program prepare you for success in your role?
Was the onboarding pacing appropriate for your needs? (Too fast / Just right / Too slow)
On a scale of 1-5, how comprehensive was the content covered during onboarding?
Did onboarding address the topics most important for your role?
On a scale of 1-5, how consistent was support throughout your onboarding experience?
Were there any gaps in the onboarding program that left you unprepared?
What were the greatest strengths of the onboarding program?
What areas should be prioritized for improvement?
On a scale of 1-5, how would you rate the overall onboarding experience at [Company Name]?
Additional comments: [Open text field]

Training comprehensiveness and practical application survey template

A ninety-day perspective reveals whether training content fully prepares new hires for role demands. This template evaluates training relevance, identifies coverage gaps, and assesses how effectively skills transfer to job performance.

Survey introduction: "After 90 days, you have perspective on how well training prepared you for your role. This survey helps us evaluate training effectiveness and identify opportunities to improve content and delivery for future team members."

Questions:

On a scale of 1-5, how relevant was your training to your actual job responsibilities?
Were there any significant gaps in training coverage that affected your performance?
On a scale of 1-5, how well did training content translate to practical, on-the-job application?
Did training provide the skills and knowledge you need to perform effectively?
Were training methods and formats effective for your learning style? (Very effective / Somewhat effective / Neutral / Somewhat ineffective / Not effective)
On a scale of 1-5, how would you rate the quality of training materials provided?
Did you receive adequate hands-on practice during training?
What training topics need more depth or coverage?
What training content felt unnecessary or redundant?
How could we improve training content and delivery for future new hires?
Additional comments: [Open text field]

Manager support throughout the onboarding survey template

Consistent manager support throughout onboarding predicts ongoing relationship quality. This template evaluates manager accessibility, guidance quality, and investment in new employee success across the entire onboarding journey.

Survey introduction: "Your manager plays a critical role in your onboarding success. This survey helps us understand how well managers support new team members throughout the onboarding journey. Your feedback is kept anonymous and helps us enhance management training and support."

Questions:

On a scale of 1-5, how accessible was your manager throughout your onboarding?
Did your manager provide clear and helpful guidance during your first 90 days?
On a scale of 1-5, how would you rate the quality of feedback your manager provided?
Did manager support remain consistent throughout onboarding, or did it decline over time? (Remained consistent / Increased over time / Declined over time / Was inconsistent)
On a scale of 1-5, how invested does your manager seem in your success and development?
Did your manager schedule regular check-ins during your onboarding?
On a scale of 1-5, how comfortable do you feel approaching your manager with questions or concerns?
What did your manager do well in supporting your onboarding?
What could your manager do differently to better support future new hires?
Additional comments: [Open text field]

Cultural integration and sense of belonging survey template

Full integration includes cultural understanding, relationship development, and a sense of belonging. This template evaluates comfort with organizational culture and assesses the quality of relationships across the organization.

Survey introduction: "Feeling connected to [Company Name]'s culture and your colleagues is essential to your long-term success and satisfaction. This survey helps us understand how well new team members integrate culturally and develop a sense of belonging."

Questions:

On a scale of 1-5, how comfortable do you feel with [Company Name]'s organizational culture?
Do you understand the workplace norms and expectations here?
On a scale of 1-5, how strong are your relationships with colleagues on your immediate team?
Have you developed relationships with colleagues outside your immediate team?
On a scale of 1-5, how included do you feel in team activities and discussions?
Do you feel you belong at [Company Name]? (Strongly agree / Agree / Neutral / Disagree / Strongly disagree)
On a scale of 1-5, how well do your personal values align with [Company Name]'s values?
Have you felt welcomed by colleagues across the organization?
Are there any cultural dynamics that have been challenging to navigate?
What would strengthen your sense of belonging at [Company Name]?
Additional comments: [Open text field]

Resource adequacy and support systems survey template

Complete assessment of resource availability informs systematic infrastructure improvements. This template evaluates whether tools, information, and support resources met ongoing needs throughout the onboarding experience.

Survey introduction: "Having the right resources and support systems impacts your ability to succeed. This survey helps us understand whether you had access to what you needed during onboarding and where we can improve resource availability for future team members."

Questions:

On a scale of 1-5, how adequate were the tools and technology provided for your role?
Did you have access to the information you needed throughout onboarding?
On a scale of 1-5, how accessible were help resources when you had questions?
Were support systems responsive when you needed assistance? (Always / Usually / Sometimes / Rarely / Never)
On a scale of 1-5, how would you rate the quality of onboarding documentation and materials?
Did you know where to find answers when you encountered challenges?
Were there any resources you needed but did not have access to?
On a scale of 1-5, how well did support systems meet your ongoing needs?
What resource investments would most improve the new employee experience?
Additional comments: [Open text field]

Retention likelihood and job satisfaction survey template

The 90-day mark provides predictive data on retention likelihood and satisfaction levels. This template evaluates the likelihood of remaining with the organization and identifies factors that strengthen or weaken retention intentions.

Survey introduction: "Your satisfaction and long-term intentions matter to us at [Company Name]. This survey helps us understand how you feel about your role and your future here. Your honest feedback is confidential and helps us create a workplace where people want to stay and grow."

Questions:

On a scale of 1-5, how satisfied are you with your role at [Company Name]?
On a scale of 1-5, how satisfied are you with your team?
On a scale of 1-5, how satisfied are you with [Company Name] as an organization?
Do you see yourself at [Company Name] one year from now? (Definitely / Probably / Unsure / Probably not / Definitely not)
Do you see yourself at [Company Name] three years from now? (Definitely / Probably / Unsure / Probably not / Definitely not)
On a scale from 1 to 5, how likely are you to recommend [Company Name] as an employer?
What factors make you want to stay at [Company Name]?
Are there any factors that make you consider leaving?
On a scale of 1-5, how satisfied are you with your decision to join [Company Name]?
What would increase your likelihood of staying long-term?
Additional comments: [Open text field]

Improvement suggestions and recommendations survey template

Detailed recommendations inform continuous improvement of onboarding programs. This template encourages specific, actionable suggestions based on the complete onboarding experience perspective.

Survey introduction: "Your experience gives you unique insight into how we can improve onboarding at [Company Name]. We value specific, actionable suggestions that will make a real difference for future new hires. Please share your recommendations openly."

Questions:

What one change would most improve the onboarding experience for future new hires?
What aspect of onboarding exceeded your expectations?
What aspect of onboarding fell short of your expectations?
If you could redesign one part of the onboarding program, what would it be and why?
What information do you wish you had received earlier in the process?
Were there any unnecessary or redundant elements in the onboarding program?
What resources or support would have accelerated your time to productivity?
How could we better prepare managers to support new hires?
What suggestions do you have for improving training content or delivery?
How could we help new hires feel more connected and welcomed?
Are there any best practices from previous employers that [Company Name] should consider adopting?
Any additional recommendations for improving the onboarding experience?
Additional comments: [Open text field]

Remote employee onboarding survey template

Remote onboarding presents unique challenges requiring specific assessment approaches. This template addresses the distinct needs of distributed team members who must build relationships and learn company culture without in-person interaction.

Survey introduction: "As a remote team member at [Company Name], your onboarding experience has unique considerations. We want to ensure you feel connected, supported, and set up for success regardless of location. Your honest feedback helps us improve the remote onboarding experience for future team members."

Questions:

On a scale of 1-5, how engaging and effective was your virtual onboarding experience?
Was your technology setup smooth and well-supported?
On a scale of 1-5, how well did remote training methods work for your learning style?
Do you feel connected to your team despite physical distance?
How frequently do you have virtual meetings with your manager? (Daily, multiple times a week, weekly, biweekly, monthly, or rarely)
On a scale of 1-5, how helpful are these manager meetings?
Are remote collaboration tools effective and accessible for your work?
Do you understand remote work expectations and norms at [Company Name]?
On a scale of 1-5, how adequate have social connection opportunities been?
Does your home office setup meet your work needs?
Are time zone considerations managed effectively within your team?
On a scale of 1-5, how well do communication channels keep you informed and connected?
Do you receive enough virtual face time with colleagues?
On a scale of 1-5, how manageable is remote work isolation in your experience?
Do you have visibility into team activities and decisions?
What resources or support would help you feel more connected?
What would improve the remote onboarding experience for future hires?
Additional comments: [Open text field

Virtual onboarding experience and technology setup

Remote onboarding success depends heavily on the reliability of technology and the quality of the virtual experience. Evaluate whether the virtual orientation program effectively engaged new hires. Assess technology setup support, troubleshooting responsiveness, and tool accessibility. Gather feedback on technology challenges and opportunities for improvement.

Remote training effectiveness and engagement

Virtual training requires different approaches to maintain engagement and learning effectiveness. Evaluate the effectiveness of the training format for remote delivery. Assess engagement levels, interaction opportunities, and attention maintenance. Gather suggestions for improving virtual training experiences.

Virtual team integration and connection building

Building relationships remotely requires intentional effort and creative approaches. Evaluate the quality of virtual introductions and relationship-building opportunities. Assess connection levels with team members and broader colleagues. Gather feedback on concerns about social isolation and ideas for improving connections.

Manager-focused employee onboarding survey template

Manager perspective surveys complement new-hire feedback to provide a complete program evaluation. Gathering input from managers reveals resource gaps, time constraints, and support needs that directly impact onboarding effectiveness.

Survey introduction: "Your perspective as a manager is essential to improving our onboarding program. This survey helps us understand how well we support managers in welcoming and developing new team members. Your honest feedback shapes future onboarding resources and processes."

Questions:

On a scale of 1-5, how prepared was your new hire when they arrived in terms of expectations and readiness?
Did onboarding resources support your role as a manager effectively?
On a scale of 1-5, how adequately did training prepare the new hire for their role?
Did you have sufficient time allocated for onboarding support and guidance?
On a scale of 1-5, how well did the new hire's integration with the team progress?
Was communication from HR and leadership helpful throughout the onboarding process?
Was the onboarding timeline appropriate for this role's complexity? (Too short / Just right / Too long)
On a scale of 1-5, how adequate was the support you received for your onboarding responsibilities?
Is the new hire meeting performance expectations at this stage? (Exceeding / Meeting / Partially meeting / Not yet meeting)
On a scale of 1-5, how would you rate this hire's retention likelihood?
What strengths did you observe in the onboarding program?
What gaps or challenges did you encounter while onboarding this new hire?
What would help you onboard new hires more effectively in the future?
Additional comments: [Open text field]

New hire readiness and role fit assessment survey template

Managers observe role fit and readiness indicators throughout the onboarding journey. This template captures the manager's perspective on hire prepare.

Survey introduction: "Your observations as a manager provide valuable insight into new hire readiness and role fit. This survey helps us evaluate our hiring and onboarding processes from your perspective. Your feedback improves how we select and prepare future team members."

Questions:

On a scale of 1-5, how prepared was the new hire when they started?
Did the new hire's skills and experience match what was expected based on the hiring process?
On a scale of 1-5, how accurately did the job description reflect the actual role requirements?
Did the new hire arrive with realistic expectations about the position? (Yes, fully aligned / Mostly aligned / Somewhat aligned / Not aligned)
On a scale of 1-5, how would you rate the new hire's early performance indicators?
Does the new hire demonstrate a strong cultural fit with the team and organization?
On a scale of 1-5, how confident are you in this hire's long-term success?
Were there any gaps between the new hire's capabilities and role requirements?
On a scale of 1-5, how effective was the selection process in identifying the right candidate?
What could improve the hiring process to better assess readiness and fit?
Are there any concerns about this new hire that require additional support or attention?
Additional comments: [Open text field]

Onboarding process support and resources survey template

Managers need adequate resources and support to effectively onboard new employees. This template evaluates whether managers have the time, tools, and guidance necessary to fulfill their onboarding responsibilities.

Survey introduction: "Effective onboarding requires proper manager support and resources. This survey helps us understand whether you have what you need to successfully onboard new team members. Your feedback shapes how we support managers in their onboarding roles."

Questions:

On a scale of 1-5, how adequate was the time allocated for your onboarding responsibilities?
Did you have access to the tools and systems needed to onboard this new hire effectively?
On a scale of 1-5, how useful were the onboarding checklists provided?
Were the onboarding templates and guidance materials clear and helpful? (Very helpful / Somewhat helpful / Neutral / Not very helpful / Not helpful)
On a scale of 1-5, how well did HR and leadership communicate their expectations for your onboarding role?
Did you receive adequate training on how to onboard new employees effectively?
Were you informed about the new hire's start date and background with sufficient lead time?
On a scale of 1-5, how supported did you feel by HR throughout the onboarding process?
Did you have clarity on which onboarding tasks were your responsibility versus HR's?
What resources or support were missing that would have helped you onboard more effectively?
What tools, templates, or guidance would improve manager onboarding support?
Additional comments: [Open text field]

Training effectiveness from the manager's perspective survey template

Managers observe the impact of training through new hire performance and capability development. This template gathers manager insights on training adequacy and identifies gaps requiring additional coaching.

Survey introduction: "Your observations of new hire performance reveal how well training prepares employees for their roles. This survey helps us evaluate training effectiveness from the manager's perspective and identify opportunities for improvement."

Questions:

On a scale of 1-5, how well did training prepare the new hire for their role requirements?
Did the new hire demonstrate adequate knowledge after completing training?
On a scale of 1-5, how effectively did training content translate to on-the-job performance?
Were there any significant knowledge or skill gaps after training completion? (No gaps / Minor gaps / Moderate gaps / Significant gaps)
What topics required additional coaching beyond formal training?
On a scale of 1-5, how appropriate was the training timeline for role complexity?
Did training cover the most critical skills and knowledge areas for this role?
Were there any unnecessary or irrelevant training components?
On a scale of 1-5, how confident is the new hire in performing core job responsibilities?
What training improvements would better prepare future new hires for this role?
Are there any skills or knowledge areas that should be added to the training program?
Additional comments: [Open text field]

Department-specific employee onboarding survey templates

Different departments require customized surveys tailored to their unique contexts and priorities. These specialized templates address role-specific training, tools, and cultural expectations that generic surveys may overlook.

Sales team onboarding survey template

Sales onboarding surveys emphasize product knowledge, understanding of the sales process, and clarity around quotas. These questions help identify gaps in preparation before new sales team members engage with prospects and customers.

Survey introduction: "Your success in sales depends on thorough preparation and the right support. This survey helps us evaluate how well onboarding has equipped you for your role. Your feedback improves training for future sales team members."

Questions:

On a scale of 1–5, how confident are you in your product knowledge?
Do you understand [Company Name]'s sales process and methodology?
On a scale of 1-5, how proficient do you feel using the CRM system?
Has pipeline management training prepared you to track and manage opportunities effectively?
Do you understand your quota expectations and how performance is measured?
On a scale of 1-5, how well do you understand our competitive positioning?
Do you feel prepared to handle customer objections and questions?
Have sales collateral and documentation been accessible and useful?
On a scale of 1-5, how supported do you feel by sales leadership?
Do you understand collaboration norms within the sales team?
Are performance recognition practices clear to you?
Do you feel ready to engage with prospects independently? (Yes, fully ready / Mostly ready / Somewhat ready / Not yet ready)
What additional training would help you succeed in your sales role?
Additional comments: [Open text field]

Engineering team onboarding survey template

Engineering onboarding surveys focus on development environment setup, codebase orientation, and process understanding. Technical readiness directly impacts how quickly new engineers can contribute meaningfully to projects.

Survey introduction: "Getting engineers up to speed requires the right technical foundation and support. This survey helps us evaluate how well onboarding has prepared you for your engineering role at [Company Name]. Your feedback shapes future technical onboarding improvements."

Questions:

On a scale of 1-5, how smooth was your development environment setup?
Do you have access to all necessary repositories and systems?
On a scale of 1-5, how adequate is the codebase documentation?
Do you understand the code review process and expectations?
Has codebase orientation helped you navigate the existing architecture?
On a scale of 1-5, how clear are the development standards and best practices?
Do you understand the deployment process and release cycles?
Has technical mentorship been available and helpful? (Very helpful / Somewhat helpful / Neutral / Not very helpful / No mentorship provided)
On a scale of 1-5, how appropriate have your initial project assignments been?
Do you understand how technical decisions are made within your team?
Are innovation and experimentation encouraged in your team's culture?
On a scale of 1-5, how clear are expectations around code quality and technical debt?
What tools, access, or documentation would help you become productive faster?
Additional comments: [Open text field]

Customer service onboarding survey template

Customer service surveys prioritize proficiency with the service platform, escalation procedures, and understanding of quality standards. Thorough preparation ensures new team members deliver excellent customer experiences from their first interactions.

Survey introduction: "Exceptional customer service starts with thorough preparation. This survey helps us understand how well onboarding has equipped you to support our customers. Your feedback improves training for future customer service team members."

Questions:

On a scale of 1-5, how proficient do you feel using the service platform and ticketing system?
Do you understand escalation procedures for complex customer issues?
On a scale of 1-5, how clear are quality standards and expectations?
Is the knowledge base accessible and helpful for finding answers?
Has call or chat handling training prepared you for customer interactions? (Very prepared / Somewhat prepared / Neutral / Somewhat unprepared / Not prepared)
On a scale of 1-5, how confident do you feel handling difficult customer situations?
Do you understand how your performance will be monitored and evaluated?
Has supervision and coaching been adequate during your onboarding?
On a scale of 1-5, how fair and clear are the performance metrics used?
Do you understand service excellence expectations at [Company Name]?
Do you feel supported by your team when facing challenging situations?
On a scale of 1-5, how prepared do you feel to handle customer interactions independently?
What additional training or resources would help you serve customers more effectively?
Additional comments: [Open text field]

Role-specific new employee onboarding survey templates

Different role levels require customized assessment approaches matching their unique situations. These templates address the distinct priorities, relationships, and success factors relevant to each role type.

Individual contributor onboarding survey template

Individual contributor surveys focus on tactical skill preparation and peer relationship development. These questions assess whether new team members have the clarity, resources, and support needed to perform their daily responsibilities effectively.

Survey introduction: "Your success as an individual contributor depends on having clear expectations and the right support. This survey helps us understand how well onboarding has prepared you for your role. Your honest feedback improves the experience for future team members."

Questions:

On a scale of 1-5, how clear are your day-to-day role responsibilities?
Do you have access to the resources and tools needed to perform your job?
On a scale of 1-5, how would you rate your relationship with your immediate manager?
Has your manager provided clear guidance on priorities and expectations?
Do you feel comfortable asking questions when you need help?
On a scale of 1-5, how effective is collaboration with your peers and teammates?
Are your contributions recognized and appreciated? (Always / Often / Sometimes / Rarely / Never)
Do you understand how your work contributes to team and company goals?
On a scale of 1-5, how satisfied are you with the level of autonomy in your role?
Are growth and development opportunities accessible to you?
On a scale of 1-5, how would you rate your current work-life balance?
Do you feel included and valued by your team?
What additional support would help you succeed in your role?
Additional comments: [Open text field]

Manager and leadership onboarding survey template

Leadership onboarding surveys emphasize strategic understanding, team inheritance, and decision-making authority. New leaders face unique challenges in establishing credibility while learning organizational dynamics and building key relationships.

Survey introduction: "Leadership transitions require strategic preparation and organizational support. This survey helps us understand how well onboarding has equipped you for your leadership role at [Company Name]. Your feedback shapes how we support future leaders joining the organization."

Questions:

On a scale of 1-5, how clear is your understanding of [Company Name]'s strategic direction and priorities?
Was the team handoff process thorough and well-managed?
Do you have clarity on your budget, resources, and decision-making authority?
On a scale of 1-5, how well do you understand your team's current dynamics, strengths, and challenges?
Have you been introduced to key stakeholders and cross-functional partners?
On a scale of 1-5, how effective has executive sponsorship been during your onboarding?
Are you building productive relationships with peer leaders?
Do you understand the organizational culture at the leadership level?
On a scale of 1-5, how clear are expectations for your leadership approach and style?
Do you feel supported in driving change and implementing new ideas?
Have you received guidance on navigating organizational dynamics and decision-making processes?
On a scale of 1-5, how confident do you feel in leading your team effectively?
What information or support would help you succeed in your leadership role?
Additional comments: [Open text field]

Frontline and hourly worker onboarding survey template

Frontline surveys focus on schedule clarity, safety training, and the quality of the immediate supervisor relationship. These team members often have distinct needs around practical skill training, equipment familiarity, and workplace policies.

Survey introduction: "Your feedback helps us create a better onboarding experience for frontline team members. We want to ensure you have the training, support, and information needed to succeed in your role. All responses are confidential."

Questions:

On a scale of 1-5, how clear is your work schedule, and how are schedules determined?
Was safety training thorough and easy to understand?
On a scale of 1-5, how would you rate your relationship with your immediate supervisor?
Has practical, hands-on skill training prepared you for your daily tasks?
Do you feel comfortable and confident using the equipment required for your job?
Is your supervisor accessible when you have questions or need help? (Always / Usually / Sometimes / Rarely / Never)
On a scale of 1-5, how supportive are your teammates?
Do you understand break policies, time-off procedures, and scheduling flexibility?
On a scale of 1-5, how respected and valued do you feel in your role?
Are recognition practices fair and consistent for frontline team members?
Do you see opportunities for advancement and growth at [Company Name]?
On a scale of 1-5, how safe do you feel in your work environment?
What would improve the onboarding experience for future frontline team members?
Additional comments: [Open text field]

How Matter can help with employee onboarding surveys

Matter provides a comprehensive platform for automating and enhancing employee onboarding survey programs. The Slack-first and Teams-first approach ensures new hires complete surveys where they already work. Employee rewards integration incentivizes survey completion and celebrates onboarding milestones. Organizations can transform scattered feedback into systematic insights that drive continuous improvement.

Matter's pre-built onboarding survey templates for every milestone

Matter offers customizable Day 7, Day 30, Day 60, and Day 90 survey templates built on research-backed best practices. These science-backed templates can be used immediately or customized to match specific organizational needs. Each template includes the appropriate number of questions, optimized for timing and response rates. Organizations save significant time while implementing professional-quality surveys from day one.

Automated scheduling, sending surveys at optimal timing intervals

Onboarding surveys are automatically sent based on each new hire's start date, with no manual intervention required. This automation ensures that every new employee consistently receives the right survey at the right time. HR professionals eliminate administrative burden while maintaining reliable feedback collection across all new hires. The system handles timing complexity so teams can focus on acting on insights.

Recognition integration, celebrating onboarding achievements, and survey completion

Matter integrates survey completion with recognition programs to boost participation and celebrate milestones. New hires can earn Matter coins by completing surveys, which they can redeem for rewards. This approach drives higher response rates while demonstrating organizational appreciation for feedback. The platform creates positive associations with the feedback process from the very beginning.

Frequently asked questions about employee onboarding surveys

Q: What is an employee onboarding survey?

A: An employee onboarding survey is a structured feedback tool measuring new hire experiences from pre-boarding through 90 days. These surveys assess training effectiveness, manager support, cultural integration, and resource availability. Organizations use this data to identify gaps, predict retention risks, and optimize programs. The goal is to transform onboarding from guesswork into data-driven continuous improvement.

Q: What questions should be in an employee onboarding survey?

A: Essential questions cover training effectiveness, manager support, cultural fit, resource availability, and role clarity. Include rating scale questions for quantitative tracking and open-ended questions for qualitative insights. Specific examples include training preparation assessment, manager accessibility ratings, and team integration evaluations. Balance comprehensive coverage with reasonable completion time to maintain response rates.

Q: When should you send employee onboarding surveys?

A: Send surveys at pre-boarding, day one, week one, 30 days, 60 days, and 90 days minimum. Multiple touchpoints reveal how perceptions evolve and identify when issues emerge in the process. Each timing serves different evaluation purposes, matching the onboarding stage appropriately. This approach enables proactive intervention before concerns negatively impact retention.

Q: What is a good employee onboarding survey template?

A: Effective templates include 10 to 20 questions covering critical onboarding dimensions with mixed formats. Questions should focus on specific behaviors rather than vague impressions from participants. Templates take 5 to 10 minutes to complete and align with survey timing purposes. Good templates are customizable while maintaining validated core questions throughout.

Q: How do you analyze employee onboarding survey results?

A: Calculate overall response rates and satisfaction scores, then segment by department, manager, and role. Track trends over time, comparing cohorts to accurately measure improvement effectiveness. Analyze open-ended responses for themes and correlate scores with retention metrics data. Create action plans that prioritize the lowest-scoring areas.

Q: What are examples of employee onboarding surveys?

A: Week one surveys include 10 to 12 questions about training, manager support, and team welcome. The 30-day surveys use 15 questions evaluating role preparation and resource adequacy. The 90-day surveys contain 20 questions measuring overall effectiveness and retention likelihood. Industry-specific variations emphasize unique priorities, such as technical setup or compliance training.

Final thoughts about employee onboarding surveys

Employee onboarding surveys transform new hire programs from static checklists into continuously improving experiences informed by feedback. Organizations can recognize managers who receive excellent onboarding scores and celebrate team members who welcome new hires. Departments that implement survey-driven improvements deserve rewards and recognition for their commitment to excellence. Matter provides comprehensive onboarding survey templates, automated scheduling, recognition integration, and real-time analytics.

The platform enables customizable question banks, milestone celebrations, and seamless feedback collection, transforming onboarding quality. Organizations build trust, accelerate productivity, reduce early turnover, and create lasting engagement from the first interaction. Employee rewards ideas can complement survey programs to reinforce onboarding success and appreciation. These tools work together to create meaningful experiences for every new hire joining your organization.

Ready to implement comprehensive employee onboarding surveys that drive continuous improvement? Schedule a demo with a Matter expert today and discover how our platform can help you measure onboarding effectiveness, identify risks early, and create a culture of continuous improvement.

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