50+ 90-Day Onboarding Survey Questions You Need to Ask and Why

Enhance Your 90-Day Onboarding Survey Using These Key Questions

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90 Day Onboarding Survey: Essential Questions and Expected Outcomes

A thoughtfully designed 90-day onboarding survey is not simply a checklist - it is a powerful tool that transforms your new hire experience and drives success. Using this survey to capture detailed feedback empowers HR and managers to identify areas for improvement in role clarity, team integration, and training. For example, asking "How clear are your role expectations?" and "What additional support do you need?" reveals immediate challenges. Insights from A Guide to Onboarding New Hires for First Time Managers confirms that targeted survey questions can boost profits and engagement. Furthermore, SHRM's New Employee Onboarding Guide shows that regular feedback improves retention.

Effective 90-day onboarding survey questions address key dimensions of the employee experience. Asking about mentorship satisfaction, the relevance of training, and early performance supports actionable insights. Research from NCBI demonstrates that structured surveys enhance morale and drive performance. Compare data from our 30-day onboarding survey and 60-day onboarding survey to track development over time. A solid new hire onboarding survey further refines questions for the 90-day survey, and our onboarding survey resource offers additional guidance.

Integrating these feedback tools fosters a culture of continuous improvement. Starting with our week-1 onboarding check-in survey captures early impressions and sets the groundwork for further evaluation. If your role includes client interactions, our customer onboarding satisfaction survey ensures external perspectives align with service quality. Combining these tools builds a dynamic onboarding process that meets both employee and organizational needs.

Illustration highlighting essential questions and expected outcomes of a 90-day onboarding survey.

Illustration of strategic topics for a 90-day onboarding survey.

90 Day Check In Template: Strategic Survey Topics for Meaningful Insights

Developing a robust 90-day check in template is crucial for gathering deep insights from your onboarding process. At this stage, you move beyond simple training feedback to examine workplace culture, communication effectiveness, and your career aspirations. Including questions like "Do you feel well-integrated into your team?" or "Is leadership communication effective?" provides a clear picture of early experiences. SHRM Onboarding Resources confirms that detailed survey techniques help organizations resolve issues quickly, boosting productivity and overall satisfaction.

An effective 90-day check in template should cover job expectations, managerial support, company values, and growth opportunities. Studies such as those from Walden University Dissertations reveal that systematic surveys significantly boost employee engagement. Using tools like our 30-day onboarding survey or 60-day onboarding survey in conjunction with your 90-day survey offers a complete view of new hire progress. An integrated approach, supplemented by a new hire onboarding survey, ensures every stage of the onboarding journey is optimized.

Open dialogue is key to resolving early challenges. Expanding on initial feedback with our week-1 onboarding check-in survey sets a proactive tone. Moreover, insights from the customer onboarding satisfaction survey can align internal actions with external client expectations. By combining these survey tools, you create a feedback loop that continuously improves your onboarding process. This strategic framework not only refines employee integration but also drives long-term success across your organization.

By adopting a comprehensive 90-day check in template, you not only streamline the feedback collection process but also foster an environment of transparency and significant growth. These survey questions, ranging from early impressions in the week-1 onboarding check-in survey to assessments captured in the 90-day onboarding survey, ensure every new team member feels heard. When you integrate periodic surveys, including our 30-day and 60-day onboarding surveys, you create a solid foundation for continuous improvement that benefits both employees and your organization. This proactive approach allows you to swiftly adjust onboarding strategies in real time, enhancing overall performance and satisfaction. Embrace these valuable insights as a roadmap for success and take the next meaningful step toward transforming your onboarding experience into a driver of organizational growth.

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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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What is a 90 day onboarding survey?

A 90 day onboarding survey is a feedback tool used to gauge the success of an employee's first three months on the job. It helps employers understand new hire experiences and identify areas for improvement in their onboarding process. This survey often includes questions on engagement, training effectiveness, and overall satisfaction.

Why and when should you use a 90 day onboarding survey?

You should use a 90 day onboarding survey to capture feedback once employees have had time to adjust and understand their roles. It is best administered at the end of the initial 90 days to accurately assess the strengths and weaknesses of your onboarding strategy. This process helps refine onboarding plans and improve employee engagement early on.

How do I create a 90 day onboarding survey?

Begin by defining the key areas you want to assess, such as training, company culture, and role clarity. You can use a variety of formats including multiple-choice, rating scales, and open-ended questions, and consider using templates like the employee onboarding survey template for guidance. It is important to test the survey with a small group before full rollout to ensure clarity.

What are some examples of useful 90-day onboarding survey questions?

A great set of 90 day onboarding survey questions should cover various aspects of the new employee experience. For example, questions might include:

How well do you understand your role and responsibilities?
How effective was the training you received?
Do you feel supported by your team and manager?

These inquiries help highlight both successes and areas needing improvement in the onboarding process.

What is included in a typical 90-day check-in template?

A typical 90-day check in template covers topics such as job satisfaction, performance feedback, and personal development. It may include sections like goal progress, challenges faced, and suggestions for improvement. This 90 day check in template serves as a structured guide to help clarify expectations and boost employee engagement.

How do you write a 90 day onboarding plan?

Writing a 90 day onboarding plan starts with setting clear objectives for the new hire. Begin by outlining training schedules, key milestones, and support structures while incorporating regular feedback opportunities like an onboarding feedback survey template. This plan should be simple to follow and adjusted based on feedback from onboarding survey sample responses.

What are the benefits of using an employee onboarding survey template?

Using an employee onboarding survey template standardizes the feedback process and ensures you capture important insights consistently. It simplifies the task of gathering new hire experiences and streamlines improvements in your onboarding program. The template also ensures that critical questions, such as those found in the 90 day onboarding survey questions, are not overlooked.

Where can I find a new hire survey template or onboarding survey sample?

Many HR resources and online platforms offer a new hire survey template or onboarding survey sample that can be customized to your needs. These templates often include sections covering role understanding, training effectiveness, and company culture. They provide a solid starting point that you can modify with your preferred 90-day onboarding survey questions to suit your organization.

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50+ 90-Day Onboarding Survey Questions You Need to Ask and Why

Enhance Your 90-Day Onboarding Survey Using These Key Questions

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Trusted by 5000+ Brands

90 Day Onboarding Survey: Essential Questions and Expected Outcomes

90 Day Check In Template: Strategic Survey Topics for Meaningful Insights

What are your primary goals during the first 30 days?

How do you prefer to receive feedback on your performance?

What challenges do you anticipate in your new role?

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

What do you hope to learn from your new role?

How can your manager support you in achieving your goals?

What is your preferred communication style?

What motivates you most about your new role?

What expectations do you have from your team members?

What are your career aspirations within this company?

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

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

Do you feel adequately trained to perform your job responsibilities?

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

What type of training methods do you prefer?

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

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

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

What additional resources could aid in your training?

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

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

How would you rate the quality of the training materials?

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

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

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

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

Do you feel welcomed and included by your team?

How well do you understand your role within the team?

Do you feel comfortable providing feedback to your team members?

Do you feel comfortable asking your team members for help?

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

What aspect of the team dynamic could be improved?

How often do you communicate with your team members?

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

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

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

How frequently would you like to receive performance feedback?

Do you feel that your performance objectives are clearly defined?

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

Do you feel that the feedback you receive is constructive?

Do you feel comfortable providing feedback to your manager?

What would you change about the performance evaluation process?

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

Do you feel that your performance is fairly evaluated?

Do you feel that your achievements are recognized and rewarded?

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

What aspects of your job do you find most challenging?

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

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

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

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

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

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

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

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

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

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

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

Would you recommend any changes to the onboarding process?

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

What is a 90 day onboarding survey?

Why and when should you use a 90 day onboarding survey?

How do I create a 90 day onboarding survey?

What are some examples of useful 90-day onboarding survey questions?

What is included in a typical 90-day check-in template?

How do you write a 90 day onboarding plan?

What are the benefits of using an employee onboarding survey template?

Where can I find a new hire survey template or onboarding survey sample?

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