TL;DR: A good onboarding journey is critical for employee success and retention, and onboarding surveys can help you optimize these processes. A well-thought-out employee onboarding survey will allow you to continuously gauge your new hires’ satisfaction with your onboarding process and pinpoint areas for improvement.
As remote work calls for particularly transparent processes, documentation, and communication, companies are now finally looking closely at their onboarding programs.
But onboarding always mattered. It is the foundation for conveying to your new hire that what you said about your company culture during the hiring process is genuine, establishing trust.
New hires rely on structured onboarding to thrive in their new roles, especially considering remote circumstances. Sadly, only 12% of employees surveyed by Gallup strongly agree that their companies have a great onboarding process. Those same people are 2.6 times more likely to be extremely satisfied with their workplace than those who aren’t as happy with their onboarding experience. What’s more, only 29% of new hires feel fully supported and set up for success in their role.
So if you care about increasing retention and creating high-performing teams, you should work to improve onboarding at your company. But where to start?
First, follow the steps outlined in our playbook on onboarding remote employees; these practices will help you even if you’re not a remote-first company.
Second, invest in onboarding surveys to continuously gain insights into upgrading your onboarding program and aligning it with your company culture — and the promises you make to the people you hire. Lastly, consider implementing employee onboarding software to structure and automate the onboarding process.
Implementing employee onboarding surveys is easier than you might think. Keep reading this playbook, and we’ll tell you all you need to know.
Remember, keeping your remote employees engaged doesn’t stop after the onboarding. Continuously check in with your team by asking them questions tailored toward remote work during engagement surveys.
This playbook should be an ongoing initiative within your onboarding journey (whether remote or not). If you’re invested in a people-first company culture and want to improve employee retention, send out these surveys to all company joiners each month.
Keep digging into the data to access more insights into how you can make your organization’s onboarding experience even better.
Surveys should be a fundamental part of your onboarding process, so consider investing in employee onboarding software to run your company’s surveys smoothly and gain actionable insights.
Although you can use paper, PDFs, or decentralized tools, an employee survey platform like Leapsome can help you with analytics, multiplying the benefits of running surveys.
According to organizational designers, onboarding happens in the first year of the employee lifecycle. But don’t wait too long to send out an onboarding survey.
Most companies leverage onboarding surveys to understand how the first chapters of the employee lifecycle are unfolding and how to optimize them; so they focus on topics like:
You’ll want these topics, impressions, and onboarding initiatives to be fresh on your new hire’s mind, so we suggest running these surveys within people’s first two months at the company.
If using a survey platform like Leapsome to prevent you from drowning in paperwork, the survey will be automatically triggered based on each employee’s start date.
Determine the number of questions for your survey (consider keeping it short) and work on those questions.
Some recommended employee onboarding survey questions are:
You may also refer to our downloadable survey template with best-practice questionnaires on 22 categories for more questions.
If creating new questions, keep in mind that they should be measurable. Although a platform with advanced people analytics can provide sentiment analysis for qualitative answers, quantitative data makes for clearer tracking.
Implementing onboarding surveys shows that your organization values feedback and open communication, so take the lead by sending, along with the questions/survey invitation, information on:
Don’t be forceful, as that could lead to participants skimming over the survey — then, you’d have unreliable results.
But don’t be afraid to remind your new hires that surveys are essential to give them a great employee experience.
A best-practice tip is to use multiple internal communications channels to share these reminders. E.g., chat, email, automated reminders via Leapsome. You can also ask managers to nudge their new reports during 1:1s.
This is how you’ll understand what’s most crucial and flag key insights. Without interpreting quantitative and qualitative responses, you’ll have plenty of data, but no way to inform an action plan.
A tool with advanced people analytics can even analyze qualitative responses, offering a sentiment analysis and action plan suggestions.
Running a survey is not enough: It’s time to use the insights you’ve gathered and take action! Consider ways the company can improve its onboarding processes and list priority actions. Set ownership for each initiative and make them time-bound.
Check in with your new hires from time to time to find out how they’re doing. Make it clear that you’re happy to answer questions and address concerns.
⭐️ Would you also like to learn how to run other types of surveys? We’ve got you covered: Check out our playbooks on running employee engagement surveys, pulse surveys, diversity surveys, and exit surveys. 😉
Leapsome is the only platform that closes the loop between performance management, employee engagement, and learning.
Watch this video to learn how you can use Leapsome to automate your surveys, ensuring that all employees receive their survey at the right time.
Yes. But until you have a bigger pool of respondents, be extra careful with sharing information with managers and other employees — especially qualitative data.
Be mindful that, until several people have filled out onboarding surveys, it might be possible to guess the origin of responses. Don’t try to identify respondents, and don’t jeopardize anonymity (and the trust your people have in the process).
Learn how Leapsome can automate, connect, and simplify your HR processes.
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