An onboarding survey helps you understand how new employees experienced their first weeks. With the right approach, the results can improve conversations, support managers, and strengthen your onboarding process.
Timing of the Survey
Choose one consistent moment for sending the survey. This makes it easier to compare results over time. Common moments include:
After 2–4 weeks, once the first impression is complete
During the probation meeting
Before the first evaluation, so results can guide the conversation
Make sure managers know when the survey is sent and what they are expected to do with the results.
Before sending the survey, it’s important to ask yourself:
“Why are we doing this, and what will we do with the results?”
A survey only adds value if the results lead to learning, improvement, or meaningful conversations.
Combine the survey with existing conversations
Survey responses work well as input for:
1-month or 3-month evaluations
Probation period discussions
Regular manager check-ins
Encourage managers to review the answers beforehand so they can ask focused questions. This works only when the survey is not anonymous.
Communicate clearly when surveys are not anonymous
If responses are not anonymous, explain:
Why openness is important
How the feedback will be used
That answers will not be used against the employee
That honesty is appreciated
Clear communication builds trust.
Avoid Survey Fatigue
Only track and measure what you truly plan to use. If results are not reviewed, discussed, or acted on, employees will quickly feel that surveys are pointless, which can create frustration or negative sentiment.
Employees will stay engaged if they see their feedback leads to visible changes.
Example: Onboarding Survey
You can copy these questions directly into an Oneteam
1. First Impression
1.1 How welcomed did you feel on your first day?
☐ 1 – Not at all ☐ 5 – Very welcomed
1.2 How clear was the information you received before your first day?
☐ 1 – Not clear ☐ 5 – Very clear
2. Onboarding & Preparation
2.1 Do you feel sufficiently prepared to perform your role?
☐ 1 – Not yet ☐ 5 – Completely
2.2 Which parts of your onboarding were most valuable?
(You may select multiple options)
☐ Meeting the team
☐ Workplace introduction / tour
☐ Training by colleague or manager
☐ E-learning in Oneteam
☐ Access to systems
☐ Documentation & guidelines
☐ Other: ____________
3. Guidance & Communication
3.1 How would you rate the guidance from your manager/team?
☐ 1 – Poor ☐ 5 – Excellent
3.2 Was it clear where you could go with questions?
☐ Yes ☐ Partially ☐ No
4. Experience with Oneteam
4.1 How easy was it to navigate the Oneteam app?
☐ 1 – Difficult ☐ 5 – Very easy
4.2 Which Oneteam features supported you the most?
☐ Posts
☐ Documents / Knowledge Base
☐ E-learning
☐ Timeline / Updates
☐ Forms
☐ Not used yet
5. Improvements
5.1 What could we improve in our onboarding process?
5.2 Is there anything else you would like to share?
6. Overall
6.1 How would you rate your onboarding overall?
1 to 5 stars
6.2 Would you recommend our onboarding process to new colleagues?
☐ Yes ☐ No
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