Now, let’s talk about the 7 Best Practices for Running an Employee Onboarding Survey - While running an employee onboarding survey, it’s important to ensure that the feedback collected is acted upon, that the employees feel comfortable giving honest and unbiased feedback and that the feedback is collected timely and regularly. 1. Pick the Right Time Though there is no set rule as to when the survey should be run, however, the survey should ideally be conducted between 30 to 90 days of an employees’ joining. As the new hires will be in a good position to share their experiences across different aspects of the organization. What’s important is to understand that waiting for too long for running the survey will diminish its utility altogether. 2. Keep it short and simple Keep these survey short and to the point. The surveys should have a maximum of 10- 12 questions they can be a mix of objective and open-ended questions to capture a whole picture. 3. Be Direct Instead of asking indirect or ambiguous questions that can confuse new hires, use direct questions that not only are easily understood by employees but also provide more authentic feedback which can be used for further developmental initiatives. 4. Ask What’s Most Relevant It is important that the theme and survey questionnaire should be specific and relevant to employee onboarding at all times. 5. Back It Up With Action There is really no point putting time and effort in running a survey, if nothing is going be done after that. The true return on investment (ROI) of any survey lies in planning what to do bring about change. Identify the key pain areas that need to be worked upon and draft an action plan.

1. Best Practices
for Running an
Employee
Onboarding
Survey
7

2. Pick the Right Time
Though there is no set rule as to when the survey should be run, however,
the survey should ideally be conducted between 30 to 90 days of an
employees’ joining. As the new hires will be in a good position to share
their experiences across different aspects of the organization. What’s
important is to understand that waiting for too long for running the survey
will diminish its utility altogether.

3. Keep it short and simple
Keep these survey short and to the point. The surveys should
have a maximum of 10- 12 questions they can be a mix of
objective and open-ended questions to capture a whole
picture.

4. Ask What’s Most Relevant
It is important that the theme and survey questionnaire should be specific
and relevant to employee onboarding at all times.

5. Be Direct
Instead of asking indirect or ambiguous questions that can confuse
new hires, use direct questions that not only are easily understood
by employees but also provide more authentic feedback which can
be used for further developmental initiatives.

6. Back It Up
With Action
There is really no point putting
time and effort in running a
survey, if nothing is going be done
after that. The true return on
investment (ROI) of any survey
lies in planning what to do bring
about change. Identify the key
pain areas that need to be worked
upon and draft an action plan.

7. Read More
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