Most companies spend months and( a lot of money) finding the best hire just to lose them within the first few weeks or months. Frustrating, right? The problem is not always the job itself but the overwhelming onboarding process. According to a study, One-third of new employees quit after about six months due to poor onboarding.
Employees today expect a structured, stress-free, and engaging onboarding process, but what’s the best way to ensure that? Onboarding surveys.
The companies who actually listen through onboarding surveys retain talent, improve productivity, and create a thriving workplace.
In this blog, you learn how to turn new hires into loyal and high-performing team members through employee onboarding surveys.
The Cost of Poor Onboarding
According to a study, organizations without a formal onboarding process face challenges, including :
- 16% lower productivity
- 14% increased inefficiencies
- 12% higher employee turnover
- 11% decreased employee morale
What Are Employee Onboarding Surveys? (A Quick Overview)
Employee onboarding surveys, also known as new hire surveys, are human resources tools used to measure new hires’ onboarding experience and help organizations improve their onboarding process for future employees.
These onboarding surveys cover questions related to first impressions of the company, effectiveness of orientation, the quality of training sessions, job clarity and role expectations, support from management, and overall satisfaction with the onboarding process.
An effective onboarding survey helps to:
- Identify onboarding gaps and areas of improvement.
- Guage new hires' satisfaction with the onboarding process.
- Increase retention and performance in teams.
Stronger Onboarding = Low Employee Turnover
Make onboarding surveys effortless with TheySaid to gather real insights and improve employee experiences from day one!
Read - 50+ Best Employee Onboarding Survey Questions to Ask New Hires
How Google Uses Surveys to Improve Employee Onboarding (You can do the same)
Google (the world's second-highest valued company) is known for making decisions based on data, and its onboarding process is no exception. Instead of overwhelming new hires with information, Google uses “just-in-time nudges,” which are timely reminders and guidance at key milestones in the onboarding journey.
They use one-to-one Check-ins to monitor new hires' performance regularly. This new onboarding strategy increases new hire productivity by 25%. Their onboarding surveys reveal that structured peer mentoring programs increase job satisfaction among new hires, leading them to implement buddy systems in the onboarding process.
Onboarding doesn’t stop after day one. Ongoing support, especially from managers and peers, helps new hires integrate smoothly and stay productive.
The Science Behind Effective Employee Onboarding Surveys & Engagement
Employees with an exceptional onboarding experience are 2.6 times more likely to be satisfied at work. (Gallup)
The employee onboarding process is not simply a checklist to follow; it's a psychologically driven experience that shapes the employee‘s decision to stay at the company long-term.
Research in behavioral science, organizational psychology, and HR analytics shows that the onboarding process profoundly impacts employee engagement and satisfaction.
Let’s break it down for you:
Psychological Safety
A psychologically safe environment is one where employees make mistakes, share new ideas, and express themselves without being judged. Employee Onboarding surveys help companies measure how comfortable their new hires are in the workplace and what needs to be adjusted to improve their experience.
Cognitive Load Theory
According to Cognitive Load Theory (CLT ), a human brain absorbs limited information at a time. Companies often overburden employees with rules and regulations, procedures, and work expectations, leading to discomfort and stress. Onboarding surveys can reveal whether your new hires are feeling stressed. LinkedIn used feedback from onboarding surveys to spread their training sessions over multiple weeks, improving employee engagement.
Social Integration
Humans are wired for social connection. Self-determination theory states that a sense of belonging for human beings is a core psychological need. Employees who feel connected to their companies are likelier to stay there and thrive. Onboarding surveys can reveal how new hires adapt to workplace culture and what improvements should be made to enhance their experience.
Read - Top Onboarding Feedback Survey Questions for Employee Success
The 5 C’s of Employee Onboarding Surveys
Following are the 5 C’s of the onboarding process and how they build a solid foundation for a successful onboarding process, with some key questions to ask:
Did you know?
Organizations with strong onboarding processes can increase retention by 82%.
Read - How to Conduct an Effective Onboarding Feedback Survey
How to Run an Employee Onboarding Survey
A great employee onboarding survey is all about Timing, Structure, and Action!
Choose the Right Time to Send the Survey
Timing is everything when it comes to sending an onboarding survey. Send it too early, and the new hires might not have enough experience to answer it. Send it too late, and they may have already disengaged, so what’s the sweet spot?
Here’s a winning timeline for you to send onboarding surveys for feedback
Week 1: “First Impressions Matter” Survey
This initial survey is important for capturing the first impression of new hires Also, they will have fresh memories of the onboarding process at the moment. The questions should cover topics as( initial feelings about the company, onboarding process experience, orientation-related, necessary tools, and technology).
Sample questions
- How was your onboarding experience?
- Do you have all the necessary tools to perform your job?
- How well did your team welcome you?
Day 30: “Settling In” Survey
After one month, employees clearly understand the company culture and how well they fit into it. This survey will help you refine training sessions and team-building strategies. The questions should cover topics as (training effectiveness, job clarity, support from managers and teammates, engagement, and satisfaction levels).
Sample questions
- How effective was your training sessions?
- Do you clearly understand job responsibilities and expectations?
- How connected do you feel with teammates?
- What’s one thing we could improve about training?
Day 90: “Long-Term Fit” Survey
After 90 days, employees have a strong opinion on company dynamics and operations and their growth in the company. The questions should cover topics as (overall onboarding process, career growth opportunities and job satisfaction, and future expectations).
Sample questions :
- On a scale of 1 to 10, how engaged do you feel at work?
- Do you see yourself working here in two years?
- Have you fully integrated into the company culture?
- How can we improve the onboarding process? Give suggestions
Automate Perfect Timing with AI
Don’t just rely on the guesswork. Automate your survey timing and questions with TheySaid. Set up an AI AI-driven employee onboarding feedback survey to engage them in honest conversations, analyze trends instantly, and highlight action items
Building a Survey That Gets Real Insights
A well-structured onboarding survey is short, focused, and strategically timed. No one wants to answer 50 questions in a survey. Aim for 5 to 10 questions in each phase and combine multiple-choice, rating scales, and open-ended questions for depth.
Make Surveys Easy (or No One Will Take Them!)
- Keep it mobile-friendly because most employees check surveys on their phones.
- Send reminders to boost completion rates.
- With AI-powered surveys (like TheySaid!), engage employees in real conversations, not boring forms.
Read - How to Start an Employee Onboarding Program: Your Complete Guide
Dig Into Data And Take Action
Look for patterns, not just individual responses. For example, someone saying they did not get a laptop on time might be a one-off issue. But four people saying the same thing is a pattern.
Not all feedback needs immediate attention, but some do. Focus on the issues that have the biggest impact on retention and employee experience.
Employees need to know their feedback isn’t going into a void. Keep them informed about the improvements being made based on their responses.
TheySaid’s AI automatically detects trends, common complaints, and recurring themes so you don’t have to manually sift through responses.
Build Your Employee Onboarding Survey With TheySaid
New hire surveys are often… well, terrible. They ask the same dull questions, get half-hearted responses, and then, worst of all, nothing changes. Ditch the Boring Surveys. Let TheySaid Build One for You.
All you have to do is enter your company's URL, and AI will automatically learn about your business. Then, pick a survey type (Pulse check, AI-powered conversation, or full AI interviews). AI will automatically generate smart, non-generic questions that spark real answers.
With TheySaid’s AI Analysis, you can spot trends & common themes at a glance and detect urgent issues (e.g., multiple employees struggling with IT setup). Get actionable insights without hours of manual work.
Try TheySaid today and build a workplace where new hires thrive!
Key Takeaways
- Conduct onboarding surveys at key milestones: Week 1 (first impressions), Day 30 (settling in), and Day 90 (long-term fit).
- Stick to 5 to 10 focused onboarding survey questions and add mixed question types for better insights.
- Don’t waste time sifting through data. Use AI survey tool TheySaid to generate survey questions, detect trends, and get actionable plans.
- Onboarding isn’t just a “first week” thing. Keep checking in beyond 90 days. Engaged employees stay longer.
Final Words
Don’t let new hires slip away due to poor onboarding. Start capturing real insights and improving employee experiences today with TheySaid!
FAQs
What is an onboarding survey?
An onboarding survey is a questionnaire used to get feedback from new hires about how they feel about their work, workplace, and organization’s culture.
When should companies send onboarding surveys?
The best timeline for sending onboarding surveys is week 1, after 30 days, and then after 90 days.
What are the key questions to ask in an onboarding survey?
Some essential questions include:
- Did you receive all the necessary tools and resources?
- Do you clearly understand your role and expectations?
- On a scale of 1 to 10, rate your onboarding process
- On a scale of 1 to 5, how supportive is your management?
- What can we improve to enhance your onboarding experience?
What should an employee onboarding survey email template include?
An effective employee onboarding survey email template should be short, engaging, and clear. It should include:
- A friendly greeting makes the employee feel valued.
- A brief explanation of why their feedback matters.
- A direct survey link for easy access.
- A thank you note to show appreciation
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