Measuring onboarding satisfaction from both the employee and manager perspectives provides a comprehensive view of how effective and supportive the onboarding process truly is.
On the one hand, collecting employee feedback helps assess how welcomed, prepared, and engaged new hires feel. It highlights any gaps in training, communication, or resources and directly impacts early retention and productivity.
On the other hand, gathering information from the manager's perspective ensures the new hire is meeting expectations, receiving the right support, and integrating well within the team. It also provides insights into how well the onboarding process aligns with operational needs and where improvements are needed.
By collecting feedback from both sides, organizations can continuously improve onboarding, reduce early turnover, and ensure faster, more successful integration of new employees.
Onboarding process
The onboarding process typically involves several distinct phases, each designed to assess and support different aspects of a new hire’s integration into the organization. These phases often include evaluating the employee's understanding of company policies, cultural fit, role-specific skills, and engagement levels. By systematically measuring progress and feedback at each stage, organizations can ensure a smoother transition, identify potential issues early, and optimize the overall onboarding experience.
First Month: Orientation and Initial training
This survey is designed to evaluate how effectively the employee has been introduced to the organization, including its values, culture, and internal policies. In addition to assessing the initial integration into the company environment, the survey also measures the adequacy and relevance of the training provided—both in terms of the tools used and the role-specific knowledge required for successful performance.
Questions for the employee
- How welcomed did you feel when you joined the company?
- Were the Onboarding materials and sessions helpful?
- Do you understand your role and responsibilities clearly?
- Do you know who to go to for help or questions?
- How confident are you in using the tools/systems required for your job?
- Is your manager providing enough support?
- What’s one thing that could have improved your first month?
- Was the onboarding schedule well-structured and easy to follow?
- Did you have enough interaction with your team during your first month?
- How confident do you feel in performing your daily tasks?
- How comfortable do you feel collaborating and communicating with your team?
- What has been the most valuable part of your Onboarding so far?
Questions for the manager
- Did the employee receive all necessary tools and access on time?
- Has the employee met their initial onboarding milestones?
- How confident is the employee in their role so far?
- What additional support would help this employee succeed?
- Did you have sufficient resources to onboard this employee effectively?
- How would you rate the employee's engagement during onboarding?
- Have you had the first one-to-one meeting with the new hire?
- Do you feel the person is integrating well into the team?
- Have they been provided with the necessary training or resources for their initial development?
What positive aspects would you highlight about their adaptation process so far?
Third Month: Integration
This survey evaluates how well the employee has adapted to their role, including their understanding of responsibilities and performance expectations. It also assesses how effectively they are building relationships with colleagues, integrating into the team, and beginning to contribute to overall team dynamics and collaboration.
Questions for the employee
- Do you feel integrated into your team?
- Have you received useful feedback on your performance?
- Do you understand how your work contributes to team/company goals?
- How supported do you feel by your manager?
- What part of the onboarding process was most helpful?
- What still feels unclear or challenging?
- Do you feel you have enough autonomy in your work?
- Have your expectations of the role matched the reality so far?
- What have been your greatest achievements during this period?
- Are there any aspects where you require additional support?
Questions for the manager
- Has the employee shown progress in performance or autonomy?
- How well has the employee adapted to the team culture?
- Are there any recurring questions or gaps in understanding?
- How effectively has the employee responded to feedback?
- What additional support would help this employee succeed?
- Is the employee building strong working relationships?
- What barriers, if any, are impacting the employee's performance?
- Are you holding regular one-on-one meetings with the new hire?
- Has the employee shown progress in adapting to tasks and responsibilities?
- Has the person reached the adequate level of performance over these 3 months?
- At this point, do you consider the probationary period successfully completed? (Private question)
- What have been your employee's greatest achievements during this period?
- What strengths would you highlight from this employee?
Where do you think this employee could improve?
Sixth Month: Adjustment to the role
This survey assesses the employee’s overall progress and performance to determine how well they are meeting expectations. It also evaluates whether the employee is prepared to take on full responsibility and operate with greater autonomy in their role.
Questions for the employee
- Do you feel fully confident in your role?
- Are you receiving the support you need to continue growing?
- Are you satisfied with your job and work environment?
- Do you feel a strong connection with your team and manager?
- How well do you understand opportunities for development?
- What would you change about your overall onboarding experience?
- Do you see opportunities for career growth here?
- Do you feel aligned with the company’s mission and values?
Questions for the manager
- Is the employee performing independently and meeting expectations?
- Has the employee taken initiative or shown leadership potential?
- Are they engaged with team goals and culture?
- Have you identified any potential retention concerns?
- What ongoing support or coaching will benefit them?
- Is the employee demonstrating potential for long-term growth and contribution?
- Has the employee taken on any stretch assignments or additional responsibilities?