Onboarding Experience Survey (30/60/90 Day)

Lifecycle survey capturing new hire sentiment at 30, 60, and 90 days to identify friction points, measure belonging, and continuously improve the onboarding experience.

Role Clarity & Expectations

• I have a clear understanding of my role, responsibilities, and what success looks like in my first 90 days.
  Strongly disagree → Strongly agree (1–5)
• I was given clear goals and priorities when I started.
  Strongly disagree → Strongly agree (1–5)
• I understand how my work contributes to the team's and company's broader goals.
  Strongly disagree → Strongly agree (1–5)
• If you rated any of the above 3 or below, please tell us more — what's unclear or missing?
  Your feedback helps us improve how we set expectations for new hires.

Resources & Readiness

• I had the tools, systems access, and equipment I needed to be productive from day one.
  Strongly disagree → Strongly agree (1–5)
• The training and onboarding materials provided were relevant and helpful for my role.
  Strongly disagree → Strongly agree (1–5)
• I know where to find the information and resources I need to do my job effectively.
  Strongly disagree → Strongly agree (1–5)
• What tools, resources, or information were missing or harder to access than expected?
  Please share any specific gaps — your input directly shapes what we fix.

Manager Effectiveness

• My manager has been available and approachable when I have questions or need support.
  Strongly disagree → Strongly agree (1–5)
• My manager has given me useful feedback that helps me grow and improve.
  Strongly disagree → Strongly agree (1–5)
• My manager has helped me understand team norms, priorities, and how decisions get made.
  Strongly disagree → Strongly agree (1–5)
• If you rated any manager support question 3 or below, what would have made a difference?
  Responses are anonymous and used to improve manager onboarding support — not to evaluate individuals.

Belonging & Team Integration

• I feel welcomed and included by my team.
  Strongly disagree → Strongly agree (1–5)
• I feel comfortable asking questions or raising concerns without fear of judgment (psychological safety).
  Strongly disagree → Strongly agree (1–5)
• I have had enough opportunities to connect with colleagues and build working relationships.
  Strongly disagree → Strongly agree (1–5)
• The company's culture and values match what I was told during the hiring process.
  Strongly disagree → Strongly agree (1–5)
• What, if anything, has made it harder to feel connected or integrated into the team?
  Optional — share anything that would help us strengthen belonging for new hires.

Overall Experience & Intent to Stay

• Overall, how satisfied are you with your onboarding experience so far?
  Strongly dissatisfied → Strongly satisfied (1–5)
• On a scale of 0–10, how likely are you to recommend this company as a great place to work to a friend or colleague? (eNPS)
  0 = Not at all likely, 10 = Extremely likely. Scores 0–6 = Detractor, 7–8 = Passive, 9–10 = Promoter.
• What is the primary reason for your eNPS score above?
  This single follow-up is the most valuable data point — please share honestly.
• I can see myself still working here in 12 months.
  Strongly disagree → Strongly agree (1–5). This is our intent-to-stay indicator.
• Which milestone does this survey reflect for you?
  Select the checkpoint that best matches where you are in your onboarding journey.
• Is there anything else you'd like to share about your onboarding experience — what's working, what isn't, or what you wish had been different?
  Open space for anything not covered above. All responses are anonymous and reviewed by the People team.