New team members need company-specific tools, skills, and information to thrive in an organization and become an effective member of the team. The process of delivering this information to them is known as onboarding or “organizational socialization.” While the concept has been around for decades, there are now more modern strategies for introducing new team members. And that includes with the help of onboarding survey questions!

What are Onboarding Survey Questions?

While a lot of the onboarding process involves delivering information to new hires, it should also include getting to know them better, too. These questions help you check in with team members and collect their feedback. But at the same time, it also gives your organization the opportunity to highlight the issues and values that are important to your company.

Not to mention, taking the time to create an onboarding survey also demonstrates the value you place on employee feedback. Demonstrating your interest in team members’ opinions and feedback is just one way to start off on the right foot.

Unfortunately, the consequences of ineffective or non-existent onboarding can be catastrophic. Not only do you risk bringing on unengaged team members, but you also risk not giving these team members the critical information they need for success at your company. All too often, this can result in serious errors or oversight. We don’t want that to happen to you.

That’s why we believe so strongly in the power of onboarding surveys to help improve the new hire experience while also benefiting your organization.

Onboarding Survey Question Examples

Now, as for the specific questions to include in your onboarding survey?

Here are 10 onboarding survey questions to include in your next survey. We have included some with 1-10 scales, but these are just examples. You can also use 1-3 or a number of other measurements. (Use this post for more information on creating Likert scale surveys)

  1. How well do you understand your role and the responsibilities of your position?
  2. How accurately was your role described to you during your interviews? Additionally, how aligned are your current responsibilities with the ones described to you in interviews?
  3. On a scale of 1-10, how challenging would you say your current role is?
  4. How engaged and interested are you in your current role?
  5. How well equipped are you to complete your work assignments?
  6. On a scale of 1-10 satisfied or dissatisfied are you with the training that was provided for your new role?
  7. How many people have you met and interacted with at the company? Few, a moderate amount, plenty?
  8. How happy or unhappy are you with this organization as a workplace?
  9. How relevant have your job-based conversations been with your manager?
  10. On a scale of 1-10, how relevant have your career-oriented conversations been with your manager?

Assessing Survey Results

Asking these questions is one thing. But what you do with that onboarding survey information is a whole different ball game! Your new employees might appreciate the opportunity to share their feedback. However, if no action is taken based on this feedback, you risk losing their trust.

For example, if your new hire says they aren’t clear on their role and responsibilities, this is a big issue that needs to be addressed right away. Luckily, this and many of the other questions can be resolved with a simple conversation. Or, if a new hire says they have hardly met any other employees at the organization, taking them for a quick office meet-and-greet can quickly change things.

Another way to assess survey results is to look for common themes across new hires. Are a lot of them saying their role wasn’t accurately described? Time to reexamine your messaging in job descriptions! Lots of new hires saying the provided training wasn’t sufficient? It’s time to upgrade and update your training systems.

The feedback you get from these surveys is incredibly valuable. And if you take the time to assess the results and make the appropriate changes, that value becomes exponentially greater.

Follow Up Onboarding Survey Questions

Once you assess the initial survey results and take action accordingly, let these changes settle in briefly. Then before too much time passes, it’s time to reevaluate.

Ask your new hires these same questions and note how their answers change over time. This gives you the opportunity to identify what’s working and what isn’t. By helping your team members feel valued and heard, onboarding surveys also go a long way in boosting employee retention. In fact, according to research by Glassdoor, “organizations with a strong onboarding process improve new hire retention by 82% and productivity by over 70%.”

Whether you want to create an onboarding survey, poll employees as a whole, or collect any other kind of real-time feedback, we have all of the tools you need! Click here to see all of our polling solutions, including Q&As, web polls, and so much more.

To see the power of Swift in action, you can also schedule a demo right here.

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