Did you know that 70% of new employees decide whether to stay or leave within the first six months?

Every new employee begins their journey in a company carrying expectations and dreams, hoping to feel welcomed and supported from day one. Yet, disorganized or weak onboarding experiences can quickly lead to frustration and loss of motivation, sometimes prompting them to leave before they’ve had the chance to fully integrate.

Here comes role of the new employee survey as a strategic tool that enables companies to listen to their employees’ voices, understand their needs and expectations from the very start, and ensure a smooth and effective onboarding experience that fosters loyalty and productivity.

In this article, we’ll explore the importance of the new employee survey, how to use it to improve onboarding and strengthen job loyalty, and provide 35 comprehensive questions that cover all aspects of the new hire experience.

What Is a New Employee Survey?

A new employee survey, also known as an onboarding survey, is a tool used by HR departments to measure an employee’s experience during the first few weeks of joining the company.

It assesses key aspects of the onboarding journey, including:

1.  Clarity of roles and responsibilities

Does the employee know what is expected of them? Has their role within the team been explained clearly?

2.  Quality of training and orientation

Did they receive adequate training to understand the systems and tools? Was the support sufficient at the beginning of their work? 

3.  Sense of welcome and integration

How was their reception by the team? Do they feel comfortable and part of the workplace culture? 

4.  Effectiveness of internal communication

Can they easily find answers to their questions? Are communication channels with management clear and accessible?

5.  Overall impression of the company

What do they think about the company’s culture and values? Did these align with their expectations before joining?

6.  Satisfaction with the overall onboarding experience

How satisfied are they with the onboarding process from their first day until they feel settled in their role? 

In other words, it’s the voice of the new employee, revealing how the first impression of the company looks from the inside.

10 Key Benefits of the New Employee Survey

A new employee survey is a strategic tool that helps organizations enhance the onboarding experience, improve talent retention, and strengthen loyalty from day one. Here are its main benefits:

1.  Creating a positive first impression

The survey leaves a positive impact on new hires and helps identify early issues in the onboarding experience for quick correction, building trust and a sense of belonging.

2.  Improving the onboarding experience

These surveys gather insights from new employees to identify areas for improvement, such as simplifying procedures, improving communication, and enhancing training programs. Follow-up surveys can also assess their readiness to perform their roles effectively.

3.  Enhancing training and orientation programs

Responses reveal the quality and adequacy of training, helping HR refine programs to make them more effective and aligned with employee needs.

4.  Strengthening employee experience and company culture

The survey helps understand how new hires perceive the organization and assess their cultural alignment, fostering a harmonious workplace that attracts and retains talent.

5.   Reducing early turnover rates

According to a Work Institute report, employees who go through a structured onboarding program are 69% more likely to stay with the company for at least three years. By encouraging honest feedback from day one, employees feel valued, which increases their engagement and reduces turnover.

6.   Identifying organizational gaps and challenges

The survey uncovers hidden issues in hiring or communication processes, as well as challenges that might impact the overall employee experience, allowing the company to address them before they escalate.

7.    Identifying new employee needs

It clarifies whether employees have the tools and resources necessary to perform effectively, helping management provide timely support. 

8.   Providing deeper insights for managers

Managers gain a better understanding of the new employee’s strengths and areas for development, allowing them to guide and support them more effectively.

9.      Boosting engagement and productivity

A well-designed onboarding process positively impacts engagement. Engaged employees are more productive, committed to company goals, and often go beyond their job descriptions, contributing to organizational success and stability.

According to the Society for Human Resource Management (SHRM), companies with structured onboarding programs see up to a 50% increase in new hire productivity.

10.    Benchmarking and performance comparison

The new employee survey provides reliable data on the onboarding experience, enabling companies to benchmark their performance against others in the same industry. This helps them position themselves among top employers for retention and loyalty.

In short, the new employee survey is far more than a feedback form, it’s a strategic investment that builds an engaging workplace, strengthens employee loyalty, and drives continuous improvement from the very beginning of the employment journey. 

7 Main Sections to Understand the New Employee Experience 

Section 1: Questions About Personal Background

1.  Question: What name do you prefer to be called at work?

• Importance: Helps the team communicate on a personal level and strengthens the employee’s sense of belonging.

2.  Question: What languages do you speak fluently?

• Importance: Identifies the employee’s language abilities, aiding in task distribution and improving internal and external communication.

3.  Question: Do you have any interests or hobbies you’d like to share with your colleagues?

• Importance: Encourages relationship building among team members and promotes a friendly, engaging work environment.

Section 2: Questions About Work Preferences

4.  Question: Do you prefer to work individually, as part of a team, or both?

• Importance: Helps assign tasks according to the employee’s preferred work style and enhances collaboration efficiency.

5.  Question: What type of work environment do you feel most comfortable in (quiet, dynamic, flexible)?

• Importance: Contributes to creating a suitable work environment that matches the employee’s needs and improves productivity.

6.  Question: Do you have any preferences for how you communicate with your team or supervisors (meetings, messages, emails)?

• Importance: Ensures clear communication, reduces misunderstandings, and fosters better team harmony. 

7.  Question: Do you have any specific workspace requirements? (e.g., ergonomic equipment, quiet area, etc.)

• Importance: Helps prepare a workspace that aligns with the employee’s comfort and boosts productivity.

✦ Reminder: When asking employees about their preferences, make sure the company is capable of meeting them to effectively manage expectations.

Section 3: Questions About Career Goals

8.  Question: What are your short-term career goals? (within the next year or two)

• Importance: Helps the company support the employee in achieving immediate goals and guide them effectively.

9.  Question: Are there any specific skills you’d like to develop during your time here?

• Importance: Enables the company to provide training and opportunities that enhance the employee’s competencies.

10.  Question: How can we support your professional growth?

• Importance: Clarifies how the company can improve career development and increase employee satisfaction.

11.  Question: Are there specific projects or responsibilities you’d like to take on to strengthen your professional skills?

• Importance: Helps assign tasks that align with the employee’s ambitions and abilities.

Read more: Employee Satisfaction Surveys: Your Practical Guide To Enhancing Performance And Loyalty

Section 4: Questions About Culture and Organizational Environment

12.  Question: Do you feel you clearly understand the company’s goals?

• Importance: Connects the employee with the company’s vision and increases commitment to their role. 

13.  Question: Are you proud to work for this company?

• Importance: Measures the employee’s sense of belonging and self-motivation. 

14.  Question: Would you recommend working at this company to your friends or family?

• Importance: A strong indicator of employee satisfaction and loyalty.

15.  Question: Which aspects of our company culture do you appreciate the most?

• Importance: Helps identify elements that attract employees and increase their sense of belonging.

Section 5: Questions About Initial Onboarding (Orientation) 

16.  Question: How would you rate your onboarding experience so far?

• Importance: Helps assess employee satisfaction with the onboarding process and identify its strengths and weaknesses.

17.  Question: Did you receive all the necessary tools and resources to start your job effectively?

• Importance: Ensures a well-equipped work environment from day one.

18.  Question: Were all technical devices ready when you arrived? (computer, phone, software, etc.)

• Importance: Reduces delays in starting work and enhances the employee’s impression of professionalism. 

19.  Question: Did you feel you understood the company’s policies and procedures during your first week?

• Importance: Helps minimize mistakes and misunderstandings.

20.  Question: Do you feel you have a clear understanding of your daily responsibilities?

• Importance: Measures how effectively the onboarding process prepared the employee for their role.

21.   Question: Did you feel like part of your team from day one?

• Importance: Early inclusion fosters belonging and reduces feelings of isolation. 

22.  Question: How would you rate the usefulness of the company orientation sessions?

• Importance: Helps improve the content of future onboarding programs.

23.  Question: How can we improve the onboarding experience for future employees?

• Importance: Provides practical ideas to make future onboarding programs more effective and comfortable for new hires.

Section 6: Questions About Training and Development 

24.  Question: Did you feel that the training you received was sufficient to perform your duties?

• Importance: Identifies training gaps and ensures the employee is well-prepared.

25.  Question: Was the training content clear and easy to understand?

• Importance: Measures the quality of training and its applicability to the job.

26.  Question: Was the training relevant to your actual job role?

• Importance: Helps improve future training programs for greater effectiveness. 

27.  Question: Would you like to receive additional training or support to develop your skills?

• Importance: Reflects the company’s commitment to employee development and productivity.

28.  Question: How would you rate the quality of the training materials provided?

• Importance: Helps improve training content for clarity and comprehensiveness.

29.  Question: How would you evaluate the trainer’s delivery or teaching style?

• Importance: Measures communication effectiveness and the trainer’s instructional quality.

Section 7: Questions About Support, Flexibility, and Senior Leadership 

30.  Question: Do you feel that the company supports your work-life balance?

• Importance: Evaluates how effectively company policies support employee wellbeing and comfort. 

31. Question: Do you feel that your ideas and opinions are heard within the team?

• Importance: Promotes engagement and belonging while increasing job satisfaction. 

32. Question: How would you assess senior leadership communication and its impact on your sense of belonging to the company?

• Importance: Helps understand how leadership influences organizational culture and employee connection.

33. Question: Do you receive regular feedback from your manager?

• Importance: Contributes to performance improvement and strengthens employee recognition.

34.  Question: Have you felt appreciated for your efforts since you started?

• Importance: Enhances employee satisfaction and encourages positive performance.

35.  Question: Do you have any comments or suggestions to improve interaction and communication within the team or with management?

• Importance: Allows employees to express ideas freely, helping the company enhance workplace communication and relationships. 

Read more: How Can Smart Forms Improve The Employee Experience? 

Best Practices for Creating a New Employee Survey

To ensure the effectiveness of this survey, it’s essential to follow well-thought-out practices that combine clarity, ease of participation, and meaningful use of the results to enhance the employee experience:

1. Divide Questions by Onboarding Stage

• Personal questions such as preferred name, spoken languages, or interests should be asked at the beginning, as they are easy for the employee to answer.

• Questions related to culture and overall experience can be delayed to a later stage to avoid recency bias and to gather more accurate insights about the employee’s experience.

Read more: Bias in Surveys and How to Avoid It. 

2. Define Objectives and Align Questions with Company Strategy

Identify the purpose of the survey and what you aim to learn. Clear objectives guide question design and ensure the results are actionable and aligned with the company’s goals.

3. Craft Clear and Concise Questions 

• Use a mix of closed and open-ended questions:

•  Closed-ended questions make analysis easier (e.g., multiple choice, rating scales).

•   Open-ended questions provide qualitative and in-depth insights, such as: “What improvements would you suggest for the onboarding process?”

• Keep the survey short yet comprehensive, something that can be completed within 10–15 minutes without exhausting the new employee.

• Avoid sensitive or irrelevant personal questions (such as religion or marital status) to maintain comfort and trust.

Read more: +25 Question Types For Precise Data Collection With BSure 

4. Ensure Confidentiality and Privacy

Present the survey anonymously or confidentially to encourage honesty and improve response quality:

• Anonymous survey: No identifying employee data is collected.

• Confidential survey: Data is only accessible to survey administrators.

5. Personalization and Company Identity

Design the survey to reflect the company’s culture and identity, demonstrating genuine care for the employee experience and reinforcing credibility.

6. Conduct a Pilot Test Before Launch 

Test the survey with a small group of employees or the HR team to identify unclear questions, technical issues, or wording gaps before the official rollout.

7. Timing and Frequency of the Survey 

Timing is a key factor for collecting accurate data:

• After the first week: Evaluate initial impressions.

• After the first month: Assess how well the employee has adapted to their role and team.

• After 3–6 months: Measure long-term integration and engagement.

 Read more: Pulse Surveys: A Fast Way To Capture Employee Insights.

8. Mobile Compatibility 

Since most employees use smartphones, make sure the survey is easy to navigate and optimized for all devices to increase participation rates.

9. Act on the Results

Collected data should lead to tangible changes:

• Adjust or improve training programs.

• Enhance internal communication and team integration.

• Clarify job descriptions and role responsibilities.

• Share results with managers and leadership to drive effective, continuous improvement.

Conclusion:

A new employee survey is not just a set of questions, it’s a strategic tool that gives you a genuine understanding of your team from day one. Through it, you can identify your new employees’ needs, provide appropriate support, and build a foundation of trust and belonging. 

Start today with BSure, listen to every voice, create a work environment that encourages people to stay and grow, and make onboarding the first step toward lasting loyalty and productivity.