A successful onboarding process doesn’t end on an employee’s first day—it extends well beyond their initial weeks to ensure long-term engagement and productivity. Companies with strong onboarding programs improve new hire retention by 82% and productivity by over 70%, yet many organizations overlook a critical step: collecting feedback.
Post-onboarding surveys provide valuable insights into how well new hires are integrating, whether they feel supported, and what gaps exist in training and role clarity. By gathering structured feedback, HR teams can continuously refine their onboarding process, boost employee satisfaction, and reduce early attrition.
In this article, we’ll explore the most effective post-onboarding survey questions that help organizations measure success, identify challenges, and enhance the new hire experience.
What Is an Employee Post-Onboarding Survey?
Organizations use employee post-onboarding surveys to assess the effectiveness of their onboarding process after a new hire has completed their initial integration period. These surveys help HR teams understand how well employees have adapted to their roles, whether they feel supported, and whether there are any gaps in training, communication, or workplace culture.
Typically conducted at 30, 60, or 90 days, post-onboarding surveys measure employee satisfaction, engagement, and readiness to perform their responsibilities. They also provide data-driven insights to improve future onboarding programs, ensuring new hires have a smoother transition and higher retention rates. When designed effectively, these surveys help organizations reduce employee turnover, enhance productivity, and create a more engaging employee experience.
54 Examples of Post-Onboarding Survey Questions to Ask New Employees
Collecting feedback at different stages of the onboarding journey helps organizations refine their process and support new hires effectively. Here are some key post-onboarding survey questions segmented by different time periods.
First 30 Days (Month 1) Survey
First 60 Days (Month 2) Survey
First 90 Days (Month 3) Survey
First Week (Day 1–7) Survey
General First Impressions
- How would you rate your overall onboarding experience so far? (Scale: 1–5)
- Was orientation helpful and engaging? (Yes/No)
- Did you feel welcomed and included in your team? (Yes/No)
- Was your first day structured in a way that helped you settle in? (Yes/No. If No, what could have been improved?)
- Did you receive clear guidance on what to expect in your first week? (Yes/No)
Role Clarity & Expectations
- Do you have a clear understanding of your job responsibilities? (Yes/No)
- Has your manager provided you with clear expectations for your role? (Yes/No)
- How confident do you feel in performing your job based on the information provided so far? (Scale: 1–5)
- What additional information would help you understand your role better? (Open-ended)
Training & Resources
- Have you received the necessary training materials and system access? (Yes/No)
- How useful was the orientation session in preparing you for your role? (Scale: 1–5)
- Did you feel the training was engaging and relevant to your job? (Yes/No. If No, what improvements would you suggest?)
- Do you know where to find key resources and support for your role? (Yes/No)
First 30 Days (Month 1) Survey
Onboarding Experience
- How satisfied are you with the overall onboarding process? (Scale: 1–5)
- Did onboarding help you understand the company culture and values? (Yes/No)
- What has been the most helpful part of the onboarding process? (Open-ended)
- What challenges have you faced in your first month? (Open-ended)
Role & Performance Readiness
- Do you feel fully prepared to perform your job responsibilities? (Yes/No)
- Have you received adequate feedback on your performance so far? (Yes/No)
- Do you feel that your skills align with your job role? (Yes/No)
- Are there any areas where you need additional support or training? (Open-ended)
Manager & Team Support
- How would you rate the support provided by your manager so far? (Scale: 1–5)
- Have you received enough guidance and feedback from your manager? (Yes/No)
- Do you feel comfortable asking your team members for help? (Yes/No)
- What could your manager or team do to improve your onboarding experience? (Open-ended)
First 60 Days (Month 2) Survey
Job Satisfaction & Engagement
- Do you feel engaged and motivated in your role? (Scale: 1–5)
- Has your experience at the company met your expectations? (Yes/No, If No, what was different?)
- How confident do you feel in your ability to contribute meaningfully to your team? (Scale: 1–5)
- What do you enjoy most about your job so far? (Open-ended)
Training & Development
- Have you received opportunities for skill development in your role? (Yes/No)
- How confident are you in using the tools required for your role? (Scale: 1-5)
- Are there any areas where you feel additional training would help? (Yes/No, If Yes, please specify)
- Do you have a clear understanding of what career growth opportunities are available to you? (Yes/No)
- Have you had meaningful conversations with your manager about your professional development? (Yes/No)
Team & Workplace Culture
- How would you describe the work culture in your team? (Open-ended)
- Do you feel like you belong and are valued in the company? (Yes/No)
- How well do your team members support each other in day-to-day work? (Scale: 1–5)
- What can the company do to improve collaboration and team dynamics? (Open-ended)
First 90 Days (Month 3) Survey
Overall Onboarding Experience
- How satisfied are you with the entire onboarding experience? (Scale: 1–5)
- Do you feel fully integrated into the company and your role? (Yes/No)
- What was the most valuable part of the onboarding process? (Open-ended)
- What could have made your transition into the company smoother? (Open-ended)
Career Growth & Future Development
- Do you see a long-term future for yourself at this company? (Yes/No, If No, why not?)
- Have you had discussions with your manager about career growth opportunities? (Yes/No)
- Do you feel the company provides enough learning and development resources? (Yes/No, If No, what would you like to see?)
- What additional support do you need for your career development? (Open-ended)
Employee Retention & Feedback
- Would you recommend this company to a friend as a great place to work? (Yes/No)
- Do you feel you have the tools and support needed to succeed in your role? (Yes/No)
- Do you and your manager have routine 1-1 conversations and meetings to discuss your responsibilities, tasks, and performance? (Yes/No)
- Do you feel comfortable talking with your manager? (Yes/No)
- Do you feel you could provide your manager with constructive feedback? (Yes/No)
- What is one thing the company could do to improve the new hire experience? (Open-ended)
- Is there anything else you’d like to share about your first 90 days? (Open-ended)
- What’s your biggest challenge in your first 90 days of onboarding? (Open-ended)
Related Resources
How to Structure and Manage Employee Onboarding Surveys
Outlining the questions in your new team member onboarding survey is only part of the puzzle. Here are a few best practices to help L&D team members create, structure, and manage new hire onboarding surveys to maximize team member engagement and extract actional insights into improve your onboarding program:
Define clear objectives
Before creating the survey, outline what you want to achieve. Align the survey questions with key business goals, such as reducing early turnover or improving training effectiveness. Some key objectives may include:
- Understanding how well new hires adapt to their roles.
- Identifying gaps in training and onboarding resources.
- Evaluating manager and team support.
- Measuring employee engagement and job satisfaction.
- Gathering suggestions for improving the onboarding process.
Choose the right survey format
The structure of your survey impacts the quality of responses and participation rates. Use a mix of question types, including:
- Multiple-choice and rating scale questions for quick, quantifiable insights.
- Yes/No questions to assess the clarity and effectiveness of onboarding steps.
- Open-ended questions to allow employees to share specific feedback and suggestions.
Invest in survey tools
To streamline the survey creation and feedback collection process, use digital survey platforms for distribution and post-feedback analysis. Some recommended tools include:
Whatfix
Whatfix is a robust digital adoption platform that enables organizations to create interactive, in-app onboarding experiences for new hires, helping them learn in the flow of work. Whatfix also simplifies onboarding feedback collection by embedding in-app survey prompts that capture real-time insights from new hires. These responses are transformed into visual, actionable analytics, allowing HR teams to refine the onboarding experience continuously.
SurveyMonkey
SurveyMonkey is a versatile and easy-to-use onboarding survey tool that enables HR teams to collect structured feedback from new hires efficiently. With customizable templates, branded survey options, and automated data collection, SurveyMonkey simplifies the process of gathering insights on the onboarding experience. Its intuitive interface allows HR to design surveys that measure employee satisfaction, training effectiveness, and role clarity, helping organizations continuously improve their onboarding programs.
Google Forms
Google Forms offers a user-friendly, interactive platform for creating surveys, making it ideal for HR teams to collect and analyze onboarding feedback. Its seamless integration with Google Sheets simplifies data sharing with stakeholders, while built-in analytics provide real-time insights into survey responses. Easy to use with no learning curve, Google Forms is a great choice for large-scale surveys.
Kodo Survey
Kodo Survey enables HR teams to automate post-onboarding surveys and gain data-driven insights into new hire experiences. Its comprehensive dashboard and reports provide a clear view of employee sentiment, helping HR optimize onboarding based on real feedback rather than assumptions. By streamlining data collection and analysis, Kodo Survey allows HR teams to focus on strategic improvements rather than manual survey processes.
Ensure anonymity and encourage honest feedback
To encourage employees to feel safe and provide honest feedback without fear of repercussions, ensure that the responses are confidential and offer the option for anonymous submissions, especially for sensitive topics like manager feedback.
Keep surveys short and engaging
To maximize engagement with the surveys, keep them short to 5–10 minutes to prevent survey fatigue. You can also offer a mobile-friendly option for easy access.
Act on survey results and provide feedback
Once HR teams receive onboarding feedback, they should analyze responses to identify trends and challenges and implement necessary improvements to enhance the onboarding experience.
Benefits of Post-Onboarding Employee Surveys
Here are some of the most significant benefits of implementing post-onboarding survey questions.
- Identify strengths and weaknesses: Post-onboarding surveys help HR teams assess what’s working well and what needs improvement in the onboarding experience. By gathering feedback, organizations can refine their onboarding programs to ensure a smoother transition for future hires.
- Improve new hire retention and reduce turnover: Effective onboarding leads to higher employee retention. Surveys help detect early signs of dissatisfaction, allowing HR to address concerns before they escalate, ultimately reducing turnover and improving long-term employee engagement.
- Measure employee engagement and readiness: Surveys provide insights into how confident and prepared new hires feel in their roles. They help HR teams determine if employees understand their responsibilities and if additional support is needed to boost engagement and productivity.
- Improve training effectiveness: By evaluating how well training materials and sessions prepared employees for their roles, organizations can fine-tune their training programs. Surveys highlight gaps in knowledge, ensuring that future training is more relevant, engaging, and effective.
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Onboarding clicks better with Whatfix
Onboarding isn’t just about introducing new hires to a company—it’s about ensuring they feel confident, engaged, and productive from day one. Traditional onboarding methods often rely on lengthy training sessions, static documents, and disjointed processes, leading to information overload and slow adoption.
With Whatfix digital adoption platform, onboarding clicks better by integrating interactive, in-app guidance, personalized task lists, and real-time self-help directly within the applications employees use. Whatfix allows employees to learn in the flow of work rather than relying on outdated manuals or repeated IT support.
By reducing training time, improving learning retention, and increasing employee engagement, Whatfix helps organizations accelerate time-to-productivity, enhance digital adoption, and boost long-term retention. Whether onboarding new employees or training existing ones on evolving workflows, Whatfix ensures seamless onboarding because learning should be as intuitive as the tools your teams use.
To learn more about Whatfix, schedule a free demo with us today!