Post by PowerToFly
So, you’ve just onboarded a brand new employee. You’ve done the introductions, shown them around the office, made sure they can log in to everything, handed them all their company swag, and given them an onboarding buddy. Phew — good job! We know onboarding is a big job on its own. But it’s done now, and you can move on to the next employee… right?
Not so fast. In a recent Gallup study, only 12% of the surveyed employees said their employer has figured out how to do onboarding correctly, which means a wide majority of employees are not on-board (okay, pun intended) the onboarding express.
Those are pretty grim numbers, we know, and the easiest way to change them fast is to have that conversation with your new hires. They’re your ticket to understanding where the gaps are and may have some great suggestions on how to bridge them.
So, if you’re seeing some high churn and top talent is leaking through, we may have an unlikely culprit: onboarding! But don’t worry, as always, PowerToFly has got you covered. Aside from this blog, we’ve also prepared a sample onboarding survey template for you to identify those cracks and get to fixing them.
📝 Free download: Sample Onboarding Survey Template
Ready to transform your onboarding process into a truly inclusive experience? Our customizable onboarding survey template helps you gather critical feedback from new hires during their first weeks and fine-tune your onboarding process based on direct employee input.
In this article, you’re going to find out what questions to ask your new hires so you can get ahead of any challenges. In fact, we’ve gathered the top 18 new hire onboarding survey questions that will truly complete your onboarding process so you can have a more efficient and engaging workplace.
But, first!
Why do we need these onboarding survey questions for new hires?
Onboarding and long-term retention:
The first impression is the last impression. Studies show that the onboarding experience your recruits have directly impacts their productivity, engagement, and retention. To be precise, a great onboarding process could improve retention up to 82%, and we can guess why!
How you onboard a new hire is your first impression. This will significantly influence how they see the company’s work culture, values, and ethos. And onboarding doesn’t stop after day one.
Read this next: 5 reasons why employee retention is important
Find the challenges fast:
You’ve just made a new hire. Onboarding survey questions should become your top priority. Why? Feedback. You’ll get the most useful and relevant feedback on your onboarding process while the experience is still fresh. The feedback you collate would help you identify the gaps before they slip into a larger void and become unrepairable.
Read this next: 3 tools and 5 steps for gathering employee feedback
What makes a good employee a great employee?
A great employer. Specifically, an employer who provides them with a friction-free route to success. When brands have well-defined onboarding roadmaps, the employee doesn’t have to spend their business hours trying to figure stuff out. They already know where to look, whom to turn to, what to expect, and even better — they know they can trust the company to structure and support their journey.
Studies show that simply structuring and standardizing the process can make your team
Communicate changes based on feedback
If employees take the time to provide feedback, they want to know that it’s actually being used. One of the most effective ways to build trust and engagement is to show new hires that their voices matter.
Let’s say a majority of survey responses highlight confusion around company policies. Instead of making changes silently, publicly acknowledge the feedback and explain what you’re doing to address it. You could send out an email, create a Slack announcement, or include a note in the next company newsletter that says:
“We heard from our recent new hires that our policy handbook was difficult to navigate. To make things easier, we’ve redesigned it into a more user-friendly digital format with a search function. Thank you for your feedback. We’re always looking to improve your experience!”
When employees see that their input leads to real change, they feel valued and engaged, increasing the likelihood that they’ll stay with the company long-term.
Read this next: 8 employee experience examples worth emulating
Onboarding is just the beginning
The first 90 days set the tone for an employee’s journey, and if they feel supported from the start, they’re more likely to stay for the long haul.
Companies that prioritize onboarding feedback create a culture of continuous improvement, where employees know they are heard and valued. Not only does it reduce turnover, but it also builds stronger teams, improves productivity, and fosters a more positive workplace culture.
So, don’t let your onboarding process be a one-and-done task. Keep the conversation going, take action on the insights you gather, and watch as your retention rates — and employee satisfaction — skyrocket!
Read this next: The 4-day work week and other employee retention strategies you haven’t tried yet
