90-Day Onboarding Survey

Empower Your New Hires & Boost Productivity with our 90-Day Onboarding Survey

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Rev Up Your Onboarding Game with a 90-Day Onboarding Survey

Do you ever wonder how your new hires are settling in? Are they finding their feet or do they feel like a fish out of water? With our 90-day onboarding survey, you’ll be able to gauge their experiences, tailor your onboarding process, and improve satisfaction and retention. It's not just a survey, it's a catalyst to supercharge your onboarding process.

Research shows that the first 90 days can make or break a new hire's experience. In this crucial period, they are trying to understand their roles, adapt to a new environment, and build relationships with their colleagues. Our 90-day onboarding survey is designed to help you understand their journey better, and proactively address any challenges they may be facing.

"Onboarding is not a one-size-fits-all process. It is a journey that should be customized to the individual's needs and the organization's culture." - Harvard Business Review

Understanding Employee Experiences

The first few months at a new job can be a mix of excitement, apprehension, and countless questions. By deploying a 90-day onboarding survey, you can tap into these experiences and feelings. This insight is invaluable, allowing you to provide support where it's needed most, and ensuring your new hires feel heard and valued.
Tailoring Your Onboarding Process

Every organization is unique, and so is every employee. A well-crafted 90-day onboarding survey can help you uncover the strengths and weaknesses of your current onboarding process. This understanding can guide you in tailoring a more effective and personalized onboarding experience for future hires, bolstering their chances of success.
Boosting Employee Satisfaction and Retention

Employee turnover can be costly and disruptive. A well-executed onboarding process, guided by insights from a 90-day onboarding survey, can significantly enhance job satisfaction and employee retention. When employees feel supported and engaged, they are more likely to stay and contribute to the long-term success of the organization.
Creating Your 90-Day Onboarding Survey with SuperSurvey

Ready to rev up your onboarding game? With SuperSurvey's easy-to-use survey creator, you can quickly create a comprehensive 90-day onboarding survey tailored to your needs. You can also check out our ready-to-go survey templates to get started in a jiffy. And if you need help crafting effective survey questions, we've got your back there too. Dive right in and start making the most of your onboarding process today!

90-day onboarding survey Sample Questions

Question
What are your primary goals during the first 30 days? To understand new hires' immediate objectives and priorities.
How do you prefer to receive feedback on your performance? To tailor feedback mechanisms to individual preferences.
What challenges do you anticipate in your new role? To identify potential obstacles early for effective support.
What tools or resources do you need to effectively perform your job? To ensure that employees have the necessary tools from the start.
What do you hope to learn from your new role? To uncover personal development goals and align them with company objectives.
How can your manager support you in achieving your goals? To understand how management can facilitate employee success.
What is your preferred communication style? To foster effective communication within the team.
What motivates you most about your new role? To keep employees engaged and motivated by aligning tasks with their interests.
What expectations do you have from your team members? To promote teamwork and mutual understanding among team members.
What are your career aspirations within this company? To align employee career goals with the company's growth opportunities.
What aspects of the company culture are most important to you? To ensure alignment between employee values and company culture.
How do you prefer to manage your work-life balance? To provide support in maintaining a healthy work-life balance.
Do you feel adequately trained to perform your job responsibilities? To identify training gaps and areas for improvement.
What additional skills would you like to develop in the next 60 days? To tailor training programs to individual development needs.
What type of training methods do you prefer? To customize training programs according to individual learning preferences.
What has been the most beneficial part of your training so far? To identify successful elements of the training program.
What has been the most challenging part of your training so far? To identify areas for improvement in the training program.
Do you feel you have a clear understanding of your job responsibilities? To ensure clarity and alignment on job responsibilities.
What additional resources could aid in your training? To identify any missing elements that could improve the training process.
Do you feel that the training provided is relevant to your job role? To ensure the relevance and applicability of training programs.
Are there any aspects of your job role that you feel need more training? To uncover any areas where additional training might be required.
How would you rate the quality of the training materials? To assess the quality and effectiveness of training materials.
Are there any specific industry skills you'd like to develop further? To identify industry-specific training opportunities.
Do you feel confident in applying what you've learned in training to your job role? To gauge the effectiveness of the training in terms of practical application.
How would you describe your interactions with team members so far? To gauge the level of integration and communication within the team.
Have you participated in any team-building activities during the onboarding process? To assess engagement in team-building initiatives.
Do you feel welcomed and included by your team? To ensure a positive and inclusive team environment.
How well do you understand your role within the team? To verify the clarity of role definition within the team structure.
Do you feel comfortable providing feedback to your team members? To facilitate open communication and feedback within the team.
Do you feel comfortable asking your team members for help? To promote a supportive and collaborative team culture.
How would you rate the level of collaboration within your team? To assess the level of teamwork and collaboration.
What aspect of the team dynamic could be improved? To identify areas for improvement in the team dynamic.
How often do you communicate with your team members? To gauge the frequency and effectiveness of team communication.
Do you understand how your role contributes to the team's goals? To ensure alignment between individual roles and team objectives.
Do you feel your ideas and opinions are valued within the team? To promote a culture of respect and value for individual input.
Have you had an opportunity to socialize with your team outside of work tasks? To encourage social interaction and bonding within the team.
How frequently would you like to receive performance feedback? To align feedback frequency with employee preferences.
Do you feel that your performance objectives are clearly defined? To ensure clarity and alignment on performance expectations.
How would you rate the feedback you've received so far? To assess the quality and effectiveness of performance feedback.
Do you feel that the feedback you receive is constructive? To ensure that feedback is constructive and actionable.
Do you feel comfortable providing feedback to your manager? To promote open and reciprocal feedback within the team.
What would you change about the performance evaluation process? To identify areas for improvement in the performance evaluation process.
How well do you understand the performance expectations of your role? To ensure that performance expectations are clear and understood.
Do you feel that your performance is fairly evaluated? To assess perceptions of fairness in the performance evaluation process.
Do you feel that your achievements are recognized and rewarded? To promote a culture of recognition and reward for good performance.
What aspects of your job do you feel most confident in? To understand areas of strength and build upon them.
What aspects of your job do you find most challenging? To identify areas where additional support or training might be needed.
Do you feel that your career goals align with your performance objectives? To ensure alignment between career goals and performance expectations.
On a scale of 1 to 10, how satisfied are you with your onboarding experience so far? To gauge overall satisfaction levels and identify areas for enhancement.
What aspects of the onboarding process do you find most valuable? To highlight successful onboarding components for future improvement.
What aspects of the onboarding process do you think could be improved? To identify areas for improvement in the onboarding process.
Do you feel that the onboarding process prepared you for your role? To assess the effectiveness of the onboarding process in preparing employees for their roles.
Do you feel that your expectations about the job were accurately represented during the onboarding process? To ensure transparency and alignment of job expectations.
How would you rate the overall communication during the onboarding process? To assess the quality and effectiveness of communication during onboarding.
Do you feel that you have a clear understanding of the company's culture and values? To ensure that employees are well-aligned with the company's culture and values.
Do you feel that you were adequately introduced to your team and other colleagues? To assess the effectiveness of team introductions and networking during onboarding.
How well do you feel you understand the company's products/services after the onboarding process? To ensure that employees have a clear understanding of the company's offerings.
Do you feel that the onboarding process was organized and efficient? To measure perceptions of the organization and efficiency of the onboarding process.
Would you recommend any changes to the onboarding process? To gather suggestions for improving the onboarding process.
How confident do you feel in your ability to succeed in your role after the onboarding process? To assess the impact of the onboarding process on employee confidence and readiness.

Question

What are your primary goals during the first 30 days?

To understand new hires' immediate objectives and priorities.

How do you prefer to receive feedback on your performance?

To tailor feedback mechanisms to individual preferences.

What challenges do you anticipate in your new role?

To identify potential obstacles early for effective support.

What tools or resources do you need to effectively perform your job?

To ensure that employees have the necessary tools from the start.

What do you hope to learn from your new role?

To uncover personal development goals and align them with company objectives.

How can your manager support you in achieving your goals?

To understand how management can facilitate employee success.

What is your preferred communication style?

To foster effective communication within the team.

What motivates you most about your new role?

To keep employees engaged and motivated by aligning tasks with their interests.

What expectations do you have from your team members?

To promote teamwork and mutual understanding among team members.

What are your career aspirations within this company?

To align employee career goals with the company's growth opportunities.

What aspects of the company culture are most important to you?

To ensure alignment between employee values and company culture.

How do you prefer to manage your work-life balance?

To provide support in maintaining a healthy work-life balance.

Do you feel adequately trained to perform your job responsibilities?

To identify training gaps and areas for improvement.

What additional skills would you like to develop in the next 60 days?

To tailor training programs to individual development needs.

What type of training methods do you prefer?

To customize training programs according to individual learning preferences.

What has been the most beneficial part of your training so far?

To identify successful elements of the training program.

What has been the most challenging part of your training so far?

To identify areas for improvement in the training program.

Do you feel you have a clear understanding of your job responsibilities?

To ensure clarity and alignment on job responsibilities.

What additional resources could aid in your training?

To identify any missing elements that could improve the training process.

Do you feel that the training provided is relevant to your job role?

To ensure the relevance and applicability of training programs.

Are there any aspects of your job role that you feel need more training?

To uncover any areas where additional training might be required.

How would you rate the quality of the training materials?

To assess the quality and effectiveness of training materials.

Are there any specific industry skills you'd like to develop further?

To identify industry-specific training opportunities.

Do you feel confident in applying what you've learned in training to your job role?

To gauge the effectiveness of the training in terms of practical application.

How would you describe your interactions with team members so far?

To gauge the level of integration and communication within the team.

Have you participated in any team-building activities during the onboarding process?

To assess engagement in team-building initiatives.

Do you feel welcomed and included by your team?

To ensure a positive and inclusive team environment.

How well do you understand your role within the team?

To verify the clarity of role definition within the team structure.

Do you feel comfortable providing feedback to your team members?

To facilitate open communication and feedback within the team.

Do you feel comfortable asking your team members for help?

To promote a supportive and collaborative team culture.

How would you rate the level of collaboration within your team?

To assess the level of teamwork and collaboration.

What aspect of the team dynamic could be improved?

To identify areas for improvement in the team dynamic.

How often do you communicate with your team members?

To gauge the frequency and effectiveness of team communication.

Do you understand how your role contributes to the team's goals?

To ensure alignment between individual roles and team objectives.

Do you feel your ideas and opinions are valued within the team?

To promote a culture of respect and value for individual input.

Have you had an opportunity to socialize with your team outside of work tasks?

To encourage social interaction and bonding within the team.

How frequently would you like to receive performance feedback?

To align feedback frequency with employee preferences.

Do you feel that your performance objectives are clearly defined?

To ensure clarity and alignment on performance expectations.

How would you rate the feedback you've received so far?

To assess the quality and effectiveness of performance feedback.

Do you feel that the feedback you receive is constructive?

To ensure that feedback is constructive and actionable.

Do you feel comfortable providing feedback to your manager?

To promote open and reciprocal feedback within the team.

What would you change about the performance evaluation process?

To identify areas for improvement in the performance evaluation process.

How well do you understand the performance expectations of your role?

To ensure that performance expectations are clear and understood.

Do you feel that your performance is fairly evaluated?

To assess perceptions of fairness in the performance evaluation process.

Do you feel that your achievements are recognized and rewarded?

To promote a culture of recognition and reward for good performance.

What aspects of your job do you feel most confident in?

To understand areas of strength and build upon them.

What aspects of your job do you find most challenging?

To identify areas where additional support or training might be needed.

Do you feel that your career goals align with your performance objectives?

To ensure alignment between career goals and performance expectations.

On a scale of 1 to 10, how satisfied are you with your onboarding experience so far?

To gauge overall satisfaction levels and identify areas for enhancement.

What aspects of the onboarding process do you find most valuable?

To highlight successful onboarding components for future improvement.

What aspects of the onboarding process do you think could be improved?

To identify areas for improvement in the onboarding process.

Do you feel that the onboarding process prepared you for your role?

To assess the effectiveness of the onboarding process in preparing employees for their roles.

Do you feel that your expectations about the job were accurately represented during the onboarding process?

To ensure transparency and alignment of job expectations.

How would you rate the overall communication during the onboarding process?

To assess the quality and effectiveness of communication during onboarding.

Do you feel that you have a clear understanding of the company's culture and values?

To ensure that employees are well-aligned with the company's culture and values.

Do you feel that you were adequately introduced to your team and other colleagues?

To assess the effectiveness of team introductions and networking during onboarding.

How well do you feel you understand the company's products/services after the onboarding process?

To ensure that employees have a clear understanding of the company's offerings.

Do you feel that the onboarding process was organized and efficient?

To measure perceptions of the organization and efficiency of the onboarding process.

Would you recommend any changes to the onboarding process?

To gather suggestions for improving the onboarding process.

How confident do you feel in your ability to succeed in your role after the onboarding process?

To assess the impact of the onboarding process on employee confidence and readiness.

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Frequently Asked Questions (FAQs)

What is the purpose of a 90-day onboarding survey?

The 90-day onboarding survey serves as a pivotal tool for obtaining insightful feedback from new hires about their initial experiences within the organization. These surveys help businesses identify areas of improvement, streamline onboarding processes, and foster a welcoming environment that promotes growth and success. Moreover, it allows employers to gauge the effectiveness of their current onboarding program, ensuring that it aligns with the company's mission and values while meeting the needs of the new hires. Ultimately, a well-crafted 90-day onboarding survey can significantly influence the overall satisfaction, productivity, and retention of employees.

How can I effectively use the 90-day onboarding survey template?

Our 90-day onboarding survey template is designed to be user-friendly and adaptable to your organization's needs. You can use the template as it is, or customize it to better fit your company culture and onboarding process. The template includes key questions that address various aspects of the onboarding experience, including job role clarity, training quality, managerial support, and workplace environment. To effectively use the template, ensure that it is distributed to new hires after their first 90 days, followed by a thorough analysis of the results. This feedback will provide invaluable insights to refine and enhance your onboarding process, fostering a successful start for your new team members.

Why is the 90-day mark significant for onboarding surveys?

The 90-day mark is a critical point in a new hire's journey. By this time, employees have had enough exposure to their roles, team dynamics, and company culture to provide valuable feedback. They have transitioned from being entirely new to becoming integrated members of the organization. Thus, conducting a survey at this point helps capture a comprehensive view of their onboarding experience. The feedback collected can highlight strengths and uncover areas of the onboarding process that need improvement, ultimately enhancing the experience for future hires and promoting long-term employee retention.

What are the key components of a successful 90-day onboarding survey?

A successful 90-day onboarding survey should address several key components. It should ask about the clarity of the employee's job role and responsibilities, the quality and effectiveness of training received, the level of support from management and team members, and the overall workplace culture and environment. Additionally, it should provide an open-ended section for new hires to share their personal experiences and suggestions for improvement. By covering these areas, you can gather comprehensive feedback that offers in-depth insights into your onboarding process, enabling you to continually refine and improve it in line with employee needs and expectations.

What should I do with the results of the 90-day onboarding survey?

After collecting the results from the 90-day onboarding survey, it's crucial to analyze the data thoroughly. Identify common themes and look out for areas that are consistently highlighted as excellent or needing improvement. Once you've thoroughly examined the feedback, implement changes where necessary. This could involve adjusting training programs, clarifying job roles, or enhancing managerial support. It's also important to share the results and any subsequent changes with your team to demonstrate that their feedback is valued and acted upon. This proactive approach will foster a positive work culture and contribute to higher employee satisfaction and retention.

How often should I use the 90-day onboarding survey?

The 90-day onboarding survey should be used for every new hire after they've completed their first three months with your company. Conducting this survey consistently allows you to continuously gather and compare data over time, tracking the effectiveness of any changes you've implemented and identifying new areas for improvement. Regular use of the survey will ensure your onboarding process remains dynamic and responsive to the needs of new hires, promoting a robust and successful start for all members of your team.

Can I customize the 90-day onboarding survey template?

Yes, our 90-day onboarding survey template is designed to be fully customizable to fit your unique needs. You can add, edit, or remove questions as you see fit. This flexibility allows you to tailor the survey to reflect your company's specific onboarding process, culture, and values. By customizing the survey, you can ensure that it captures the most relevant and valuable feedback, providing you with actionable insights to continually improve your onboarding process and foster a successful start for your new hires.