60-Day Onboarding Survey Questions

A 60 Day Onboarding survey is a structured feedback tool given to new employees about two months into their role. It collects valuable insights regarding initial training, workplace integration, and overall satisfaction with the onboarding process. The survey helps organizations pinpoint strengths and areas needing improvement. It is important because it bridges the gap between early impressions and ongoing engagement, allowing adjustments that can boost retention and performance.

Using this survey offers managers a clear view of how well the onboarding process meets employee needs. It encourages targeted improvements such as enhancing training sessions, clarifying role expectations, or offering more support. For example, asking "What improvements could help you settle in faster?" can reveal hidden challenges and drive meaningful change.

Good examples of 60 Day Onboarding survey questions ask about the clarity of job roles, effectiveness of training, and overall satisfaction with the work environment. They might include inquiries like "How well did the onboarding process prepare you for your role?" or "What could be improved in your initial training?" These questions offer insight into each new employee's experience and help identify actionable improvements for future onboarding programs.

Additional questions can address specific areas such as communication, resource accessibility, and manager support. You can include practical prompts like "Were the provided materials helpful?" and "How can we better assist you during these first 60 days?" Such questions yield a broad perspective while focusing on tangible improvements for a smoother onboarding experience.

To create effective 60 Day Onboarding survey questions, start by defining clear goals. Decide what insights you want to collect about training, integration, and overall job satisfaction. Use clear, direct language that focuses on specific aspects of the onboarding experience. This includes asking about resources, communication clarity, and support from managers. Ensure each question is simple and avoids ambiguity to encourage honest, useful responses.

Consider piloting your questions with a small group first. Adjust the wording based on feedback. You might also include prompts like "What helped you the most during onboarding?" and "Which part of the process was least useful?" to capture detailed insights and refine your survey for better future outcomes.

The ideal 60 Day Onboarding survey should typically include between 8 to 12 questions. This range balances the need for comprehensive feedback with respect for the employee's time. It covers various aspects of the onboarding experience such as training quality, resource availability, manager support, and workplace culture. Keeping the survey concise ensures responses remain thoughtful and focused, providing actionable data without overwhelming the respondent.

When designing your survey, choose questions that target core experiences in the first two months. For instance, include questions on clarity of job expectations or ease of accessing necessary tools. A shorter survey helps maintain engagement and produces cleaner, more measurable results that can drive meaningful improvements in your onboarding process.

The best time to conduct a 60 Day Onboarding survey is at the two-month mark after a new hire starts. This timing allows employees to gain real exposure to their role and company culture while the experience is still fresh. It enables them to provide feedback on training sessions, resource utility, and the overall onboarding journey. Additionally, this period offers insights that are timely for making adjustments to the process.

Though the 60-day mark is optimal, consider running follow-up surveys periodically to track ongoing satisfaction. For instance, a follow-up at the 90-day or six-month stage can confirm if initial adjustments are effective. This periodic feedback loop strengthens onboarding practices and helps create a continuously improving work environment.

Common mistakes in 60 Day Onboarding surveys include asking overly broad or ambiguous questions, which can confuse respondents and yield vague feedback. Avoid questions that lead responses or use technical language that new hires may not understand. Overloading the survey with too many questions or complex rating scales can also result in rushed answers. A balanced approach with clear, focused questions is key to gathering meaningful insights.

It is also wise to avoid questions that dwell on issues unrelated to onboarding. Ensure that each question serves a clear purpose. For example, steer clear of asking about long-term career aspirations unless directly tied to the onboarding process. Keeping the survey targeted and simple helps businesses get honest, actionable feedback and avoid distorting the survey results.