Employee onboarding survey is a systematic survey that is used for employees who have been recently employed by an organization. This survey measures the level of satisfaction of the new recruits towards the onboarding process, their overall experience while they were being recruited and their related feedback.
Employee onboarding is a process of helping new employees adjust to the social and performance aspect of the organization they have been recently hired into. This process helps new employees to adjust to their new job quickly and also learn the attitudes, knowledge, skills etc. that are required to function efficiently within the organization.
If you have been employed, chances are you have experienced some form of employee onboarding. From the moment you walked into the organization, there are a number of new faces to meet and greet, a number of processes to get accustomed to, technology doesn’t give you a moment of peace and there is a mountain of paperwork. All this can be quite overwhelming especially if this your first job ever. So, to ease all the tension around this, onboarding process ensures that new joiners start on the right foot.
Employee onboarding can be broken down into two categories:
- Formal employee onboarding: This process involves an organized task and procedures that effectively help new employees adjust to their position. Why it is called a formal process is because in this process the new employees are systematically segregated from the already existing employees to undergo an orientation process similar to in-classroom training.
- Informal employee onboarding: This process is a semi-organized activity by which a new employee learns from his more experienced colleagues within the organization. This usually involves shadowing them, impromptu one-on-one coaching and similar processes as well simultaneously getting all the HR processes completed.
It’s totally dependent on an organization’s work culture, what onboarding process they would like to follow: formal or informal, however, a process must be put into practice to help the new employee feel comfortable on their first day at work. According to studies conducted, companies spend up to 30% of a new hire’s salary on the process of onboarding. My concern here is, if you are investing so much, let the outcome speak positively.
Learn more: FREE Employee Evaluation and HR Survey Templates
In this section, it is important to ask new employees about the quality of information that is shared with them at the time of recruitment to understand their perception about the organization and their feedback on the recruitment process. These survey questions should be asked during week one to the employees and feedback collected through their response should be considered.
Employee Recruitment Questions
1. I was provided with the right amount of information about [Organization name] during the recruitment process.
This is an important question to ask the employees to know if the recruitment process being followed is robust or not. The information provided during the process should be optimum, not less, not more. The process shouldn’t be overwhelming for the employees. By asking this question you will be aware of the situation.
2. What are the three things we could have done differently to improve the recruitment process?
This is an open-ended question, that will help you collect a good amount of feedback and information about improving the recruitment process. Remember feedback is a cyclic process and not a linear process. Therefore, it is good to constantly improve and evolve. Based on the feedback provided by organizations can evolve too.
Employee Decision Making Questions
3. Please tell us the three reasons for joining [Organization name].
By asking this question, you will know what are the positive traits of your organization which attracts people to be employees of the organization. This is an essential question that should be a part of your survey.
4. Where were you employed before joining this organization?
Understanding a new employee’s perspective to join your organization can give you a good amount of information about your marketing initiatives, organization value, and market reputation and where you dedicate your recruitment efforts.
Employee Onboarding Experience Questions (Week 1)
5. I feel welcome in [Organization name].
It is a positive start when an employee feels that he/she is welcome in the organization. Asking this question will give clarity to the organization from an employee’s perspective.
6. I am extremely happy to be associated with [Organization name]
If an employee is happy to be a part of the organization, then chances are the employee will show higher levels of employee engagement in the months to come, so it’s important to know how an employee feels.
Employee Engagement Questions
After the new employees have had a chance to settle in and a few weeks into the routine, now is the good time to deploy another survey that can collect their feedback and experience working with the organization so far. Questions in week 5 should focus on understanding the levels of employee engagement, sense of belonging in the organization and so on.
7. On a scale of 0-10, how likely are you to recommend [Organization name] to your family or friends?
This is the Employee Net Promoter Score Question, by asking this question you will know how willing is the employee to refer your organization to his/her family or friends.
8. Since the time I have joined [Organization name], I rarely think about joining any other organization.
A happy employee will not be constantly looking for options to move on. If an employee is happy about joining your organization and see a promising future for the organization, he/she is like to stay longer in the organization.
9. I see myself in the [Organization name] five years down the lane.
It’s not a lesser known fact that employee recruitment in an extensive process and requires a large number of resources and dedication and finances to carry out the process of recruitment. It can be excruciatingly painful if an organization has to keep battling employee attrition. It is good to know what the long-term employee plans are.
10. The team motivates me to go above and beyond of what is expected of me to deliver.
If the team members are supportive and help a new employee understand the organizational culture and work immediately, the employee is likely to settle in quickly and perform better. This is a good question to collect the information.
11. I regularly receive feedback from my manager on the tasks assigned to me.
A constructive feedback is always appreciated, whether its a seasoned employee or a new employee. Make sure that a new employee gets a timely feedback from his/her manager. This will help them improve their skills and adapt better to the new environment.
12. I am able to manage my work-life balance extremely well.
It is important that as an organization you ask your employees survey questions that help them determine if they are doing well both at the workplace as well as their personal life. A new job can be overwhelming and sometimes demand too. To help your employees manage this balance it is necessary that this question should be a part of your survey.
Employee Induction Questions
13. I feel confident using the software/tools/systems I am required to use in this role.
An employee should feel confident in using the needed tools at work. This way the required tasks will be done faster and if the employee doesn’t feel confident then required training must be imparted.
14. I have been given enough training to get accustomed to my job.
If it’s a new technology or software that you expect your new employee to work with, provide his/her with the required training to use the technology without any hesitation. The response to this question will determine if your training program for new employees is effective or not.
15. I received helpful information regarding products/services, organization history at the induction.
The induction process is meant to share all the necessary information with the new employee. At the orientation make sure you equip the employee with all the information that will help him/her settle in the organization.
Employee Onboarding Experience Questions (Week 5)
16. I feel welcome and valued by the team.
For a new employee, it is important to be and feel a part of the team. It depends a lot of his/her team members and co-workers to make him/her feel at ease in the workplace. By asking this question in your survey, you can know what exactly is the thought process of the employees while they are on a team.
17. I feel productive working in [Organization name]
An employee feeling confident and productive is not only good for him/her but also for the organization. Human resource is an asset to an organization and hard work and well-performing employees are what an organization always aims to employ.
18. The job description and responsibilities explained to me were accurate.
It’s important to be honest to the new employees, while onboarding explain them clearly their roles and responsibilities to help them analyze their role and make sure they have the essential skill set to suit the role. This is an important question and should be a part of your employee onboarding survey.
19. I have been given an overview of my career path and progress in this organization.
It’s good to explain your new employees their career path before they join the organization, this will ensure employee engagement and if their career path is in tandem with the organization’s goals, it will be mutually beneficial for both parties.
20. What is that one thing we could have done differently to improve your overall onboarding experience?
The next set of survey questions should be asked during week five/week six. By this time the new employee settle in and will have any further feedback about their overall experience within the organization. Questions in week five and week six should be more detailed and should cover questions related to employee engagement, role perception, and onboarding experience.
When deploying an employee onboarding survey, utmost care should be taken to ensure that the resulting data is actionable, that the employees feel comfortable giving honest and unbiased feedback and that the employee feedback is collected timely and is relevant. As you begin onboarding and deploying the surveys to your new employees here are some of the best practices that will help you yield better results.
1. Survey your employees at the right time: Right survey should be sent at the right time. Same goes with the employee onboarding survey. So when is the right time to send the survey- after their first day, their first week at work, the first month or three months after they join? Regardless of when you decide to send the survey, just be sure it’s not too late to send the onboarding survey, else the very purpose of sending the survey will be defeated. Waiting for too long to send a survey means losing on valuable insights. It is advisable to discuss and automate the process so that it stays in the system. Sending the survey at the right time will help employees recollect and note the feedback.
2. Keep it short and simple: Completing these surveys should not feel like doing the daily chores, which frankly can be quite cumbersome. Keep these survey short and absolutely to the point. It is advisable that the surveys have a maximum of 10 most relevant questions most of them should be closed-ended with appropriate answer options and not more than 3 open-ended questions. Remember it’s not a college essay they are working on.
3. Measure the experience: Don’t lose sight of the real reason you are asking these onboarding questions to your new employees. You need to make sure that the new employees are fitting into the system fast and efficiently. Ultimately, your survey should be designed keeping the end result in mind.
4. Be direct in your approach: Ask direct questions, give employees the ability to not just rate their experience but also to shape their career path in the organization. By beating around the bush, this purpose will surely not be solved. Instead, ask questions that can help them evaluate their own performance and think ahead of them.
5. Ask the most relevant questions: Customizing or tailoring your questions to suit the needs of the survey will evoke you better responses. While a generic question set can give a good starting point, it is advisable to jump to the point soon enough, to avoid high survey drop-out. It is important that the theme and question of the survey should be restricted to employee onboarding at all times.
Learn more: Employee Survey Software
The right onboarding process can cause an exponential increase in the productivity of a team and in turn an organization because it takes the best aspects of a new employee and matches it with that of the organization and create a recipe for success. This makes the feedback for this process paramount for further successes and to iron out any kinks the program may currently have.
Some of the biggest reasons why the employee onboarding survey is to be conducted are:
- To understand what the employee thinks about the onboarding process and thoughts about the company.
- Gauge if the new employee understands their role well and is well equipped to fulfill their primary responsibility.
- Make the new employee abreast of what the individual’s expectations are and what are the organization’s expectations of the employee.
- To map if further information or training is required so that the employee can perform well in the role.
- It can also be used to troubleshoot any issues that the employee is facing.
- The employee onboarding survey is also one of the most powerful tools to collect feedback on the onboarding process and to fill in gaps if any.