HR Mavericks

Eddy’s HR Mavericks Encyclopedia

Onboarding Feedback

An employee’s first few weeks will set them up for success or failure. Regardless of how much a company prepares for an employee’s first day, it is critical to create a safe space where they can provide feedback on their onboarding experience. Keep reading to learn more about why receiving feedback is important, how to collect the feedback and what tools to use to collect that feedback.

What is Onboarding Feedback?

Onboarding feedback is the comments, ratings, or data provided by new hires during and after the onboarding process. This feedback is collected through surveys or interviews.

Why Getting Employee Feedback on Onboarding is Important

Listening to and gathering feedback from a new hire regarding their onboarding experience determines their success as an employee.
  • Psychological safety. The onboarding process creates critical first impressions of the company. The employee experience determines if the employee will achieve psychological safety and feel good about their decision to join the company.
  • Process improvement. The new employee will be able to tell you if their onboarding went smoothly. If the employee mentions circumstances like their laptop wasn’t ready or the corporate trainer wasn’t prepared, then you can work with those teams to determine what barrier resulted in the poor experience and remove it.
  • Recruiting benefits. Simply put, smooth and positive onboarding feedback increases the possibility of that employee recommending your company as a great place to work.

How To Collect Onboarding Feedback

Listening to the new hire and validating their voice creates a great environment for you to gain feedback from them and act upon it if needed. This section discusses two methods to help you with the process of collecting feedback.

Method 1: Interview the New Hire

Schedule routine interviews to check in with the new hire. These interviews will be monthly (i.e. after 30 days, 60 days and 90 days of employment). Ask open-ended questions to see if they feel they are being adequately trained and are getting their questions answered. As the employee is responding, take detailed notes to add them to their records. HR should be ready to act or respond to any concerns brought up by the employee in the interview.

Method 2: Survey for the New Hire

A new hire may feel more comfortable filling out a survey. It is recommended to include a statement of who will see their responses and to be honest in their feedback. This may empower the new hire to be more open with questions and concerns around their onboarding experience. Surveys can be sent after 30 days, 60 days, and 90 days of employment. HR should be ready to act or respond to any concerns brought up by the employee in the survey.

Questions to Ask About Onboarding

Avoid asking “How is everything going?” This section provides you with survey forms and additional questions to ask new hires to elevate the onboarding process.

Questions for New Hires Who Work On-Site

SHRM has a New Hire Survey (included below) for on-site employees you can use today as a survey or an interview form. Remember to review the surveys with the manager before the employee starts so they can use it as a checklist for the new employee. New-Hire Survey Please complete the following survey at the end of your first week of employment and return it to the Human Resources (HR) department. Name: __________________________________________________________ Date of hire: __________________________________________________________ Our goal is to provide a positive experience for you during your first days with the company, and we would like to have your feedback regarding your orientation and onboarding experience. We will use this information to improve procedures for future new hires. HR ORIENTATION YES NO Were you provided clear information regarding your first-day orientation meeting (location, time, what to bring, etc.)? Was the information presented in an easy-to-understand format? Was the person presenting the information able to answer your questions during your orientation? Do you feel that sufficient time was allotted for the HR orientation meeting? Did you contact HR after the orientation meeting with additional benefits and/or policy questions? If you followed up with additional questions after the orientation meeting, were they answered to your satisfaction? Was there enough information given on employee benefits? Was there enough information provided on key company policies? Did you get what you expected from your HR orientation? Was the HR staff courteous and professional? MANAGER ORIENTATION YES NO Was your manager present on your first day of work? Were you taken on a tour of the facility? Were you introduced to co-workers? Was your workstation/office set up and ready for you? Were you shown how to operate the phone, voice mail, and e-mail systems? Did you receive instruction on requesting technical support from the IT staff? Were you given a copy of your job description? Was your manager available to answer your questions in a timely manner? What was your overall impression of your first few days? _____________________________________________________________________________________________________ Are there any topics you feel would be beneficial for new staff to hear about during the HR orientation that weren’t covered during your orientation? _______________________________ ____________________________________________________________________________ Are there any topics you feel would be beneficial for new staff to hear about during the manager orientation that weren’t covered during your orientation? ____________ ____________________________________________________________________________ Do you have any further questions that were not answered during your HR or manager orientation? ___________________________________________________________________________________________________________________________________________________________________________________________________________________________ Is there anything you think we should consider changing about or adding to the orientation process that would contribute positively to a new hire’s experience? ___________________________ ____________________________________________________________________________ Thank you for your time. This information will be used to improve on the orientation and training a new hire will receive. We thank you for your comments.

Questions for Remote New Hires

SHRM has a New Hire Survey (included below) for remote employees that you can use today as a survey or an interview form. Remember to review the surveys with the manager before the employee starts so they may use it as a checklist for the new employee. New Hire Survey – Remote Employee Please take a few moments to respond to the following questions. Return the completed survey to the Human Resources (HR) Department within 30 days of your hire date. YES NO Did you receive your equipment (phone, laptop, supplies, etc.) on-time? Did you receive sufficient instruction and support on how to set-up your new equipment? Was your manager ready for you on your first day of work? Were you introduced to co-workers and other key employees via video? Have you received sufficient information and feedback to do your job well? Have you been provided with the tools and technology necessary to do your job well? Did you experience any technology problems during your orientation? If yes, explain: ___________________________________________________________ Comments: ________________________________________________________________ __________________________________________________________________________ Please select your satisfaction level with each of the following: Very Satisfied Somewhat Satisfied Neutral Somewhat Dissatisfied Very Dissatisfied Application process Interview process First day welcome HR orientation/benefits review Supervisor orientation Supervisor communication Initial job-related training Networking opportunities with coworkers Overall satisfaction with [Company Name] Please use the area below to comment on any issue that you would like to bring to our attention. ____________________________________________________________________________ __________________________________________________________ Optional information: Name: Job Title: Hire Date: Department:

Questions to Elevate your Current Surveys/Interviews

Do you already have an employee survey or interview form? Consider adding the questions listed below to amplify the employee voice in your organization. Review the surveys with managers before the employee’s first date so they know if anything additional needs to be covered during the onboarding process. The rating questions are defined as 1: Strongly Disagree; 2: Somewhat Disagree; 3: Indifferent; 4: Agree; 5: Strongly Agree 1. I received accurate information about [Company] during the recruitment process. 1 2 3 4 5 2. Is there something we could have done to improve the recruitment process? 3. Please indicate the reasons why you joined [Company]. 4. What were you doing before you began working here? 5. I feel welcome here. 1 2 3 4 5 6. I am proud to work for [Company]. 1 2 3 4 5 7. What's one thing we could have done differently to improve the first week of your onboarding experience? 8. I would recommend [Company] as a great place to work. 1 2 3 4 5 9. I see myself still working at [Company] in two years’ time. 1 2 3 4 5 10. [Company] motivates me to go beyond what I would in a similar role elsewhere. 1 2 3 4 5 11. I'm confident in using the systems I need in my role. 1 2 3 4 5 12. I have received good training on the processes applicable to my role. 1 2 3 4 5 13. I know what I still need to learn to do my job well. 1 2 3 4 5 14. The information provided has been at the right level for me. 1 2 3 4 5 15. The organizational values of [Company] align well with my own values. 1 2 3 4 5 16. I understand how my role contributes to the organizational goals of [Company]. 1 2 3 4 5 17. My experience with the organization has matched my expectations. 1 2 3 4 5 18. My role so far matches the role description provided to me. 1 2 3 4 5 19. I still feel like this is a great role for me. 1 2 3 4 5 20. I feel productive at work. 1 2 3 4 5 21. What's one thing we could have done differently to improve your onboarding experience?
Ryan Archibald

Ryan Archibald

Ryan is an HR Director with four years of experience and three masters degrees. One accomplishment he is proud of is the design and launch of a learning and development program for 800+ employees.
View author page
Frequently asked questions
Other Related Terms
30 Day Review
60 Day Review
90 Day Review
Onboarding Survey
Eddy's HR Newsletter
Sign up for our email newsletter for helpful HR advice and ideas.
Simple and accurate payroll.
Pay your U.S.-based employees on time, every time, with Eddy.