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Let's be honest. Most onboarding surveys are a waste of time.
You know the type: the generic "How are you settling in?" email that gets a perfunctory "Fine, thanks!" reply.
It makes us feel like we've checked the feedback box, but it tells us nothing.
Absolutely nothing.
I learned this the hard way early in my HR career. We lost a brilliant new hire, let's call her Sarah, just six weeks after she started.
In her exit interview, she didn't complain about her salary or the work.
She simply said, "I never felt like I belonged. My first day was a confusing mess; my manager was always too busy, and after a month, I still had no idea if I was doing a satisfactory job."
That was our failure. And it was expensive.
The data is brutal: a negative onboarding experience can make new hires up to twice as likely to look for another job.
But here's the secret.
They will almost never tell you this in person. They'll just quietly update their LinkedIn profile and leave you to wonder what happened.
The only way to truly know what's happening in those critical first 90 days is to ask the right questions.
Not the safe, surface-level ones.
The deep, direct, and honest ones that show you're serious about their experience.
That's why my team and I developed this comprehensive list of 104 questions.
We've used them to transform our onboarding from a transactional process into a powerful retention engine.
This isn't a theoretical list; it's a battlefield-tested blueprint.
Use it to see your company through your new hire's eyes, identify your blind spots, and finally build an onboarding experience that makes people stay.
Why Standard Employee Onboarding Surveys Fail (And What to Do Instead)
Most companies fail at onboarding feedback for three reasons:
- They ask too late, when the decision to leave has already been made.
- They ask the wrong, generic questions that invite polite, useless answers.
- They never act on the feedback, so employees learn their voice doesn't matter.
The questions below are designed to overcome these failures.
They are specific, actionable, and timed to specific moments in the onboarding journey.
They will give you the candid insights you need to make real improvements.
A quick note: Never ask all 104 questions at once. That's a sure way to guarantee survey abandonment. Use this list as a menu. Select 5-10 questions for each touchpoint: Pre-Day 1, Day 1, Week 1, Day 30, and Day 90.
Preboarding & First-Day Impressions
This is about setting the tone. Your goal here is to measure anticipation and first impressions.
1) How clear and helpful were our communications after you accepted your offer but before your start date?
2) Did you receive all the necessary information (e.g., start time, schedule, point of contact) before your first day?
3) How smooth was the process of completing your new hire paperwork?
4) Did anything before your first day make you feel particularly welcomed or excited to start?
5) Was your schedule for your first day clearly communicated and easy to understand?
6) On your first morning, did you know exactly where to go and who to ask for?
7) How well were you introduced to our company's mission and values before starting?
8) Did your technology (laptop, phone, access credentials) arrive on time and in working order?
9) Was your physical workspace or remote setup ready for you on day one?
10) Did you feel that your team was expecting and prepared for your arrival?
11) On a scale of 1-10, how would you rate your overall first-day experience?
12) What is one thing we could have done to make your first day even better?
Orientation & Initial Training (10 Questions)
This measures whether you're providing clarity or causing confusion.
13) How relevant and valuable did you find the orientation content?
14) Was our company's history and mission presented in a clear and engaging way?
15) Did the orientation adequately cover practical information (benefits, payroll, policies)?
16) Was there enough time allocated for questions and answers during orientation?
17) How knowledgeable and engaging were the orientation speakers?
18) Did the pace of the orientation feel too fast, too slow, or just right?
19) Did you have the opportunity to meet people outside of your immediate team?
20) Was the amount of information presented manageable, or did it feel overwhelming?
21) Which specific part of the orientation was most helpful to you?
22) Which topic was least clear or could be improved for future hires?
Role Clarity & Training
This is where confidence is built. Your goal is to measure preparedness.
23) Do you have a clear understanding of your primary job responsibilities?
24) How clear are you on what defines success in your role for the first 90 days?
25) Were your initial goals and priorities clearly explained during your first week?
26) Do you understand how your role contributes to the company's overall goals?
27) How applicable has your training been to the actual tasks you are performing?
28) Did your training adequately cover all the essential systems and tools you need?
29) Were the training materials (manuals, videos, and guides) easy to understand and use?
30) Did you have enough time to absorb and practice what you learned during training?
31) What part of your training has been the most effective so far?
32) What topic or skill do you still feel unprepared or unclear about?
33) How confident do you feel performing your core daily tasks without assistance?
34) Was there a sufficient amount of hands-on, practical experience during your training?
35) Were you provided with reference materials to use after the training sessions ended?
36) Do you feel prepared to work independently?
37) What additional training or support would be most valuable to you right now?
Manager Support
People don't leave companies; they leave managers. Measure this relationship early.
38) Did your manager make a deliberate effort to welcome you on your first day?
39) How available has your manager been to answer your questions?
40) How effective is your manager at setting clear priorities and expectations?
41) Has your manager provided you with constructive feedback that has helped you?
42) Overall, do you feel supported by your manager?
43) How comfortable are you approaching your manager with a quick question?
44) Does your manager schedule regular, dedicated check-ins with you?
45) How safe do you feel raising a concern or problem with your manager?
46) How well does your manager explain how your work fits into larger team or company goals?
47) What is one thing your manager could do to better support you?
Team Integration & Culture
This measures belonging, the ultimate antidote to turnover.
48) Did your team make a conscious effort to make you feel welcome?
49) Have you been introduced to the key colleagues you'll be working with directly?
50) How comfortable are you asking a teammate for help?
51) Have members of your team proactively offered you guidance or support?
52) Do you feel included in team meetings, discussions, and informal activities?
53) Were you assigned a buddy or mentor? If so, how helpful have they been?
54) How smooth has collaboration been on your initial tasks or projects?
55) Do you understand the team's dynamics and workflows?
56) Do you feel that your initial contributions are valued by the team?
57) What could the team do to help you feel more integrated?
Culture & Values
This reveals whether new hires feel aligned with the company’s identity, included in its community, and supported in bringing their authentic selves to work.
58) Do you feel aligned with the company’s values?
59) Were the values communicated clearly?
60) Do you see the values in action (not just words)?
61) Do you feel comfortable being yourself here?
62) Do you feel the workplace is inclusive?
63) How would you describe the company culture after your first weeks?
64) Do leaders model the company values?
65) Do employees live up to the culture described during hiring?
66) Do you feel psychologically safe to share opinions?
67) How likely are you to recommend the company to a friend based on culture?
Tools, Resources & Feedback
This identifies practical barriers to productivity and open communication.
68) Did you receive all necessary software logins and system access on day one?
69) Was your hardware (laptop, phone, etc.) set up correctly and functioning properly?
70) How easy is it to access the systems and tools you need to do your job daily?
71) Were the instructions for using key tools and resources clear and helpful?
72) Have you received timely support when you've encountered technical issues?
73) Do you feel you have the right tools and resources to be successful in your role?
74) Which tool has been the most valuable to you so far?
75) What tool or resource is currently missing that would help you do your job better?
76) How comfortable are you giving feedback to your manager or HR?
77) How would you rate the effectiveness of communication across different departments?
Communication & Feedback
This uncovers how well information travels across the company and if new hires feel safe giving and receiving feedback.
78) Was communication clear during onboarding?
79) Do you receive enough updates about company news?
80) Has feedback been provided regularly?
81) Is feedback constructive and actionable?
82) Do you feel comfortable giving feedback to your manager?
83) Do you feel comfortable giving feedback to HR?
84) How easy is it to ask for help?
85) How clear are expectations around communication norms (Slack, email, meetings)?
86) How effective are cross-department communications so far?
87) What communication improvements would you suggest?
Engagement & Motivation
This reflects how inspired new hires feel in their roles and whether they see a future of growth and purpose within the company.
88) How excited are you about your role?
89) Do you feel motivated to do your best work?
90) Do you see opportunities to grow here?
91) Do you feel your skills are being used well?
92) Are you proud to work at this company?
93) Do you see yourself here in 2 years?
94) What motivates you most at this stage?
Overall Satisfaction & Strategic Improvement (10 Questions)
This is your big-picture health check.
95) What has been the single most positive aspect of your onboarding experience so far?
96) What has been the most frustrating or challenging part?
97) Overall, how satisfied are you with your onboarding journey to date?
98) If you could change one thing about the onboarding process, what would it be?
99) Based on your experience so far, how likely are you to recommend this company as a great place to work?
100) Do you feel fully set up for success in your role?
101) What has surprised you most, either positively or negatively, about working here?
102) Do you see a long-term future for yourself at this company?
103) What motivates you most about your work right now?
104) Is there any other feedback you'd like to share about your experience?
How to Implement This: A Practical Playbook
Collecting data is useless unless you act on it. Here is my simple three-step framework:
- Segment and Send: Don't blast all 104 questions. Create micro-surveys.
- Pre-Day 1: 3-4 questions on logistics.
- End of Day 1: 5-7 questions on first impressions.
- End of Week 1: 8-10 questions on orientation and initial training.
- Day 30: 10-12 questions on role clarity, manager support, and tools.
- Day 90: 10-15 questions on culture, belonging, and overall satisfaction.
- Analyze and Act: Identify trends. If three new hires in a row say "IT setup was slow," you have a clear, fixable problem. Prioritize the quick wins and develop plans for larger issues.
- Close the Loop (This is not negotiable): This is the most important step. Share what you learned and what you're changing. Send an email: "Hi team, based on your feedback, we've implemented a new buddy system and streamlined IT setup. Thank you!" This proves you're listening and builds immense trust.
The Bottom Line
Onboarding isn't about paperwork. It's about people. It's your first and best chance to show a new employee that they made the right choice.
These 104 questions are the tools you need to stop guessing and start knowing. They will help you transform your onboarding from a cost center into your most powerful retention tool.
Stop wondering why people leave. Start asking the right questions.
