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: Your Ticket to Engagement & Growth
Picture this: a 90-day onboarding survey that's more than just a questionnaire - it's your secret weapon for transforming newbies into champions. With every answer you collect, you uncover golden insights on role clarity, team camaraderie, and training wins. Spruce things up with playful prompts like "Who's been your onboarding MVP so far?" and "What training moment made you do a happy dance?" And with a slick survey maker, crafting these gems is a breeze! Don't just take our word for it - A Guide to Onboarding New Hires for First Time Managers shows targeted questions can turbocharge profits and morale. Plus, SHRM's New Employee Onboarding Guide proves that regular check-ins are the secret sauce to stellar retention.
Jump into side-by-side fun by pairing our 30-day onboarding survey and 60-day onboarding survey with your 90-day check-in template. You'll spot wins, fine-tune training paths, and celebrate progress like a pro. Science from NCBI confirms these structured surveys ignite team spirit and supercharge performance. Kick things off right with our new hire onboarding survey, and grab backstage tips from our onboarding survey resource.
Think of your onboarding as a feedback festival - start the party with our week-1 onboarding check-in survey to capture those opening act vibes, then let your 90-day hits roll. If clients are in the mix, spin in our customer onboarding satisfaction survey to harmonize external applause with internal success. Mix, match, and remix these tools for an onboarding playlist everyone will replay.
90-Day Check-In Template: Your Secret Sauce for Game-Changing Insights
Ready to level up? Our 90-day check-in template is like a backstage pass to your new hire's inner thoughts. Ditch the boring "How was your training?" and dive into the heart of the experience with questions like "Do you feel like part of the crew?" or "Is leadership hitting the right notes?" Armed with data from SHRM Onboarding Resources, you'll tackle roadblocks before they become showstoppers, keeping productivity and satisfaction at an all-time high.
Make every section count by weaving in queries on job expectations, manager support, company values, and growth ambitions. Solid research from Walden University Dissertations proves a systematic survey sends engagement through the roof. Pair it with our 30-day onboarding survey and 60-day onboarding survey for a 360° view - plus a sprinkle of our new hire onboarding survey for the perfect launch.
Open mics win hearts - expand on early feedback with our week-1 onboarding check-in survey to set a proactive tone. And if you're juggling clients, our customer onboarding satisfaction survey syncs external cheers with your internal vibes. This remix of tools creates an ongoing feedback loop that keeps your onboarding process fresh and effective.
When you embrace a full-throttle 90-day check-in template, you're not just collecting feedback - you're igniting transparency, turbocharging growth, and throwing a party for innovation. From the opening act in the week-1 check-in to the deep dives of the 30-day, 60-day, and 90-day onboarding surveys, every voice gets heard and every detail shines. Ready to turn feedback into fireworks? Let's make every 90 days count!
| 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. |
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?
- 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?
