30-Day New Hire Pulse Survey

A focused 30-day pulse survey measuring onboarding effectiveness, role clarity, resource readiness, manager support, and early engagement signals. Designed to surface friction and retention risk before they compound, with anonymous responses and open-ended follow-ups on low ratings.

Role Clarity & Expectations

• I have a clear understanding of my role, responsibilities, and what success looks like in my first 90 days.
  1 = Strongly disagree → 5 = Strongly agree
• If you rated 3 or below, what is unclear or missing about your role expectations?
  Please share any specific gaps — e.g., unclear priorities, missing performance goals, or conflicting direction.
• I understand how my work connects to my team's goals and the broader organization's mission.
  1 = Strongly disagree → 5 = Strongly agree
• My workload in the first 30 days has felt appropriately paced — not too overwhelming, not too slow.
  1 = Strongly disagree → 5 = Strongly agree
• If your workload felt off-balance, please describe what would have made it better.
  Optional — only complete if you rated 3 or below on the workload question.

Resources & Readiness

• I have had access to the tools, systems, and equipment I need to do my job effectively.
  1 = Strongly disagree → 5 = Strongly agree
• If you rated 3 or below, which tools or systems are missing or inaccessible?
  Be specific — e.g., software access, hardware, credentials, or training materials.
• The training and onboarding materials provided have been relevant and useful for my role.
  1 = Strongly disagree → 5 = Strongly agree
• I know where to find the information and resources I need when I have a question.
  1 = Strongly disagree → 5 = Strongly agree

Manager Effectiveness

• My manager has been available and approachable when I have needed guidance or support.
  1 = Strongly disagree → 5 = Strongly agree
• My manager has set clear expectations and provided helpful feedback during my first 30 days.
  1 = Strongly disagree → 5 = Strongly agree
• If you rated 3 or below on either manager question, what would more effective support look like for you?
  Your feedback is anonymous and helps us coach managers to better support new hires.
• I have had at least one meaningful one-on-one conversation with my manager in the past 30 days.
  Select the option that best applies.

Belonging & Psychological Safety

• I feel welcomed and included by my team.
  1 = Strongly disagree → 5 = Strongly agree
• I feel comfortable asking questions or raising concerns without fear of judgment.
  1 = Strongly disagree → 5 = Strongly agree. This is a measure of psychological safety.
• If you rated 3 or below on belonging or psychological safety, please share more about your experience.
  Your response is anonymous. Specific examples help us take meaningful action.
• I have had the opportunity to connect with colleagues beyond my immediate team (e.g., cross-functional introductions, social events, buddy program).
  1 = Strongly disagree → 5 = Strongly agree

Overall Experience & Intent to Stay

• Overall, how satisfied are you with your onboarding experience so far?
  1 = Very dissatisfied → 5 = Very satisfied
• On a scale of 1–5, how likely are you to recommend this organization as a great place to work to a friend or colleague?
  1 = Very unlikely (Detractor) → 5 = Very likely (Promoter). This is your eNPS signal.
• What is the primary reason for your likelihood-to-recommend score?
  A brief explanation helps us understand what is driving your score — positive or negative.
• At this point in your first month, how confident are you that you made the right decision joining this organization?
  This is an intent-to-stay signal. Select the option that best reflects your current feeling.
• Is there anything else you would like to share about your first 30 days — what's working well, what could be improved, or anything we should know?
  This is your open space. All feedback is anonymous and reviewed by HR to improve the onboarding experience.