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60-Day Onboarding Survey

Uncover Key Insights and Boost Employee Satisfaction with a Comprehensive 60-Day Onboarding Survey

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Smooth Sailing: The 60-Day Onboarding Survey That Paves the Way

Remember those first-day jitters as a fresh recruit? The world is your oyster, but the ocean seems vast and unnerving. Now, as a manager, it's your turn to turn the tide for your new hires with our 60-day onboarding survey. This tool is not just a lifeline for your new teammates but a beacon that guides your onboarding process, fostering engagement, and shaping successful onboarding experiences.

According to Harvard Business Review, a thoughtfully structured onboarding can increase employee engagement and retention by up to 50%. So, whether you're on the lookout for 30 60 90 day onboarding survey questions or a comprehensive 60-day onboarding survey, we've got you covered!

"Onboarding is a crucial opportunity to win the hearts and minds of new employees. Don't waste it."
  1. Why a 60-Day Onboarding Survey?
    First impressions matter, but so do the second, third, and so on. The initial 60 days are a critical period where new hires form an impression about the organization, their team, and their role. A well-structured 60-day onboarding survey helps you gauge their understanding, address their concerns, and align their expectations. It's not just about checking boxes but about building relationships.
  2. The Magic of 30-60-90 Day Onboarding Survey Questions
    A 30-60-90 day onboarding survey is like a roadmap. At each checkpoint, you're not only assessing their progress but also adjusting your approach. It helps you identify if the new hire is settling well or if there are any gaps to be bridged. The beauty of this phased approach lies in its adaptability, offering timely feedback and course corrections.
  3. Designing Your 60-Day Onboarding Survey
    The key to crafting effective survey questions is to make them clear, concise, and relevant. With our survey questions guide, you'll be a master in no time. And if you're in a rush, don't worry! Our survey templates are here to save the day. Just pick a template, tweak it to your needs, and voila! your survey is ready to roll.
  4. Unfurling the Feedback
    The real power of a survey lies not in asking questions, but in how you leverage the responses. Analyze the feedback, identify patterns, and use these insights to refine your onboarding process. Remember, every feedback, positive or negative, is an opportunity for growth.

With the right survey creator, a 60-day onboarding survey can be your secret weapon in crafting a memorable onboarding experience. So why wait? Set sail on your onboarding journey with SuperSurvey today!

60-day onboarding survey Sample Questions

Sample 60-day onboarding survey Questions

Kickstart a successful onboarding journey with our 60-day onboarding survey template. Uncover key insights, measure onboarding effectiveness, and fuel employee growth with these carefully crafted questions. Dive in, the transformative journey awaits.

Employee Experience

Gain valuable insights into the employee's experience during the initial 60 days of onboarding.

Question Purpose
How would you rate your overall onboarding experience so far? To gauge the employee's satisfaction level.
Have you received sufficient training to perform your job effectively? To assess the adequacy of training provided.
Do you feel welcomed and included in the team? To measure the sense of belonging within the team.
Are your role and responsibilities clearly defined? To evaluate the clarity of job expectations.
Have you had enough opportunities to interact with colleagues? To assess social integration within the organization.
Do you feel comfortable asking questions or seeking help? To evaluate the accessibility of support.
Have you received feedback on your work performance? To determine the feedback loop effectiveness.
Do you understand the company's values and culture? To assess alignment with organizational values.
Are there any challenges you have encountered during your onboarding? To identify and address potential obstacles.
How likely are you to recommend the company as a great place to work? To measure the likelihood of advocacy.

Training and Development

Assess the effectiveness of training programs and opportunities for professional growth.

Question Purpose
Do you feel adequately prepared to perform your job tasks? To evaluate the effectiveness of training.
Have you received training on company policies and procedures? To ensure compliance and understanding of policies.
Are there any specific skills you would like to develop further? To identify individual development needs.
Have you had opportunities for skill enhancement or upskilling? To assess growth opportunities provided.
Do you feel supported in your professional development goals? To gauge support for career advancement.
How would you rate the effectiveness of training materials provided? To improve training content quality.
Have you received feedback on your learning progress? To assess the feedback mechanism for learning.
Do you feel encouraged to take on new challenges and responsibilities? To evaluate the culture of growth and empowerment.
Do you have a clear understanding of your career path within the organization? To clarify advancement opportunities.
Are there any training topics you would like to see covered in the future? To gather input for future training programs.

Manager Support and Communication

Evaluate the level of support and communication from managers during the onboarding process.

Question Purpose
How would you rate your manager's availability for questions and guidance? To assess manager accessibility.
Have you had regular check-ins with your manager to discuss progress? To evaluate communication frequency.
Do you feel comfortable sharing feedback or concerns with your manager? To assess openness in communication.
Has your manager provided clear expectations for your role? To gauge managerial guidance clarity.
Have you received constructive feedback from your manager? To evaluate feedback quality from managers.
Do you feel your manager values your contributions to the team? To measure recognition and appreciation.
Have you discussed your career development goals with your manager? To assess alignment of career goals with manager support.
Do you feel your manager is invested in your professional growth? To evaluate manager commitment to employee development.
Are there any areas where you would like more support from your manager? To identify support needs for improvement.
How would you rate the overall communication within your team? To assess team communication dynamics.

Work Environment and Culture

Understand the employee's perception of the work environment and organizational culture.

Question Purpose
Do you feel the work environment is inclusive and diverse? To assess diversity and inclusion perceptions.
Are you satisfied with the work-life balance provided by the company? To evaluate work-life balance satisfaction.
Do you feel the company values employee well-being and mental health? To measure organizational support for well-being.
Have you had opportunities to participate in team-building activities? To assess team cohesion efforts.
Do you feel recognized for your contributions to the organization? To measure recognition and appreciation.
How would you rate the overall company culture and values? To evaluate alignment with organizational culture.
Are you encouraged to share ideas and feedback within the organization? To assess openness to feedback and innovation.
Does the company promote a sense of belonging and camaraderie? To evaluate the sense of belonging within the organization.
Have you experienced any instances of workplace discrimination or harassment? To identify potential issues for intervention.
How satisfied are you with the physical work environment and facilities? To assess workplace satisfaction.

Performance and Goal Alignment

Assess performance expectations, goal alignment, and feedback mechanisms within the organization.

Question Purpose
Have you received clear performance expectations for your role? To assess clarity in job performance standards.
Are your individual goals aligned with the company's objectives? To evaluate goal alignment.
Have you had regular performance evaluations or check-ins? To assess feedback frequency.
Do you feel your contributions are recognized and valued by the organization? To measure recognition and appreciation.
How supported do you feel in achieving your professional goals? To gauge organizational support for goal achievement.
Have you received feedback on areas for improvement in your performance? To evaluate feedback on performance improvement.
Are there any obstacles hindering your performance or growth within the organization? To identify and address performance barriers.
Do you feel your work is aligned with the company's mission and values? To assess alignment with organizational values.
Are there any additional resources or support you need to excel in your role? To identify support needs for performance improvement.
How would you rate the feedback process for performance evaluation? To assess the effectiveness of feedback mechanisms.
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Frequently Asked Questions (FAQs) about the 60-Day Onboarding Survey

What differentiates a 30-day new employee survey from a 60-day onboarding survey?

The key difference between a 30-day new employee survey and a 60-day onboarding survey lies in the depth and breadth of the feedback sought. A 30-day survey generally focuses on the initial impressions and immediate experiences of the new hire, addressing areas such as job orientation, training effectiveness, and initial integration with the team. In contrast, a 60-day onboarding survey delves deeper into the employee's job satisfaction, role clarity, and alignment with the company's culture and values. It provides more comprehensive insights into the onboarding process, enabling organizations to optimize their strategies for long-term employee retention and success.

Can you provide some examples of 60-day onboarding survey questions?

Absolutely! A 60-day onboarding survey aims to assess the effectiveness of the onboarding process and the new hire's job satisfaction. Sample questions might include: "Do you feel adequately trained for your role?", "How well do you understand your job responsibilities?", "Are you satisfied with the communication and support from your team and supervisor?", "Do you feel integrated into the company culture?" and "What improvements would you suggest for the onboarding process?". These questions are designed to provide robust insights into the onboarding experience, helping employers refine their strategies and foster a positive work environment.

What is the purpose of a 60-day evaluation during the onboarding process?

A 60-day evaluation is a critical component of the onboarding process as it provides an opportunity for both the new hire and the employer to assess job performance, clarify expectations, and address any issues or concerns. From the employer's perspective, it helps evaluate the effectiveness of the onboarding process and identify areas for improvement. For the new hire, it serves as a platform to provide feedback, ask questions, and discuss their experiences. This two-way communication fosters a positive work environment and contributes to long-term employee engagement and retention.

How does a 60-day onboarding survey differ from a 90-day onboarding survey?

A 60-day onboarding survey focuses on assessing the new hire's understanding of their role, the effectiveness of their training, and their integration into the company culture. On the other hand, a 90-day onboarding survey typically evaluates the new hire's job performance and their alignment with the company's long-term goals and objectives. It also seeks feedback on the overall onboarding process, providing insights into any issues that may affect future onboarding strategies. Both surveys play a vital role in fostering a positive onboarding experience and setting up new hires for long-term success.

Could you provide a sample of a new hire survey?

Of course! A new hire survey typically includes questions to assess the effectiveness of the recruitment process, the initial training received, and the new hire's integration into the team. Sample questions might include: "How was your recruitment experience?", "Was the job role and responsibilities accurately described during the recruitment process?", "How effective was the initial training provided?", "How comfortable do you feel in your new team?", and "Do you have any suggestions for improving the onboarding experience?". These questions help organizations identify areas of improvement and enhance their onboarding process.

What is the importance of a 30/60/90 day onboarding survey?

A 30/60/90 day onboarding survey plays a critical role in the successful integration of new hires into the organization. The survey provides a structured platform to evaluate and improve the onboarding process at regular intervals. The 30-day survey sheds light on the new hire's initial impressions and experiences, the 60-day survey delves into job satisfaction and role clarity, and the 90-day survey evaluates job performance and alignment with long-term goals. These insights help organizations optimize their onboarding process, fostering a positive work environment and enhancing employee retention and productivity.

Where can I find a template for a 60-day onboarding survey?

You can find a comprehensive 60-day onboarding survey template on our website. Our template is designed to uncover key insights, measure onboarding effectiveness, and fuel employee growth, at no cost to you. The survey includes a range of questions to evaluate your onboarding process and provide robust insights into the new hire's experiences and job satisfaction. We have designed this template to support you in creating a transformative onboarding journey for your new hires.
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