How to Create an Onboarding Feedback Survey

Why Onboarding Feedback Surveys Are Essential

Your onboarding program is only as good as its weakest link—and you won’t know where those weak links are without systematic feedback. An onboarding feedback survey gives new hires a voice to share what worked, what didn’t, and what needs improvement. Companies that regularly collect and act on onboarding feedback see 25% higher new-hire satisfaction and 15% better 90-day retention rates. For Indian businesses where first impressions significantly influence long-term engagement, these surveys are invaluable.

When to Send Onboarding Surveys

Timing determines the quality and type of feedback you receive. Day 7 survey captures first-week impressions—was the welcome warm, was IT ready, did they feel supported? Day 30 survey evaluates the learning phase—do they understand their role, have they connected with colleagues, is training effective? Day 60 survey assesses integration—are they contributing, do they feel part of the team, are there unresolved concerns? Day 90 survey provides a comprehensive evaluation—would they recommend the company, are they engaged, what would they change? Each survey should be progressively shorter to avoid fatigue—15 minutes for day 7, 10 minutes for day 30, and 5 minutes for days 60 and 90.

Essential Survey Questions by Category

Pre-Boarding Experience

Did you receive all necessary information before your start date? Were you contacted regularly between offer acceptance and your first day? Was your equipment and workspace ready when you arrived? Rate your overall pre-boarding experience (1-5).

First-Week Experience

Did you feel welcomed by your team on day one? Was the orientation program informative and engaging? Were you introduced to the key people you need to work with? Did your manager spend adequate time with you during the first week? Rate the quality of your IT setup and tool access (1-5).

Training and Development

Was the training relevant to your role? Were the training materials clear and helpful? Do you feel confident using the tools and systems required for your job? What additional training would help you perform better?

Manager Support

Does your manager provide clear expectations and regular feedback? Do you have regular one-on-one meetings? Do you feel comfortable asking your manager questions? Has your manager helped you set goals for your first 90 days?

Buddy Program

Was your buddy helpful and available? Did your buddy help you integrate socially and professionally? Would you recommend changes to the buddy program?

Culture and Integration

Do you understand the company’s values and how they apply to your work? Do you feel included in team activities and decisions? Have you built meaningful relationships with colleagues? Rate your overall sense of belonging (1-5).

Overall Assessment

On a scale of 1-10, how likely are you to recommend this company as a great place to work? What was the best part of your onboarding experience? What one thing would you change about the onboarding process? Is there anything you need that you haven’t received?

Survey Design Best Practices

Keep surveys short and focused—5-10 questions per survey for higher completion rates. Mix quantitative ratings (1-5 scales) with open-ended questions for rich feedback. Use consistent rating scales across all survey waves for trend tracking. Ensure anonymity or confidentiality to encourage honest responses. Optimise for mobile completion—many employees prefer responding on their phones. Use clear, jargon-free language appropriate for all education levels. Include a “skip” option for questions that may not apply to all new hires.

Analysing Survey Results

Aggregate quantitative scores to identify overall trends and benchmarks. Read every open-ended response for nuanced insights. Segment data by department, manager, role level, and location to identify specific problem areas. Compare scores across survey waves (day 7 vs. day 30 vs. day 90) to track experience evolution. Benchmark against previous cohorts to measure improvement over time. Use SalaryBox workforce data to correlate survey scores with retention and performance outcomes.

Acting on Feedback

The most critical step is turning feedback into action. Create an action plan within 2 weeks of receiving results. Prioritise quick wins that demonstrate responsiveness. Communicate changes back to new hires—close the feedback loop. Assign ownership for each improvement initiative. Track action item completion and measure impact on subsequent surveys. Share anonymised, aggregated results with leadership to drive systemic improvements.

Tools for Onboarding Surveys

Google Forms is free and simple for basic surveys. Typeform offers engaging, conversational-style surveys. SurveyMonkey provides advanced analytics and benchmarking. Culture Amp is a comprehensive employee experience platform. Microsoft Forms integrates well with Office 365 environments. For Indian SMEs, Google Forms or Typeform provide excellent functionality at low or no cost.