Which information did you need before your first day but could not find?
Locate missing pre-arrival information so the welcome pack can answer practical questions before day one.
People at work / Survey guide
People at work · Practical field guide
Employee onboarding feedback survey
Find the gaps between accepting an offer and feeling ready to contribute.
Opens product registration. Example questions are not imported automatically.
ILLUSTRATIVE QUESTIONNAIRE5 prompts
Try the first three questions here. Nothing is submitted or saved.
A useful starting point
A questionnaire for employee onboarding.
Find the gaps between accepting an offer and feeling ready to contribute. Choose the questions that fit the experience you are investigating; avoid asking people to evaluate a step they did not encounter.
If nothing was unclear or difficult, say so. Skip questions about steps you did not experience; use not applicable where appropriate.
How clear are your responsibilities after your first month?
Separate unclear role expectations from missing system access; they require different owners and remedies.
What would make the next new colleague's first week easier?
Ask for one first-week change that a future starter could actually experience, rather than an overall satisfaction score.
Which access request took longer than you expected?
Record the delayed permission or account and its timing; do not request passwords, credentials, or confidential access details.
Who would you contact if you were unsure about a task?
Check whether the escalation route is known, not whether the person is already confident enough to use it.
If nothing was unclear or difficult, say so. Skip questions about steps you did not experience; use not applicable where appropriate. Which information did you need before your first day but could not find? How clear are your responsibilities after your first month? What would make the next new colleague's first week easier? Which access request took longer than you expected? Who would you contact if you were unsure about a task?
Download the questions as text ↓
Examples to adapt, rather than a validated research instrument.
A worked interpretation example
From a comment to a practical next step.
Illustrative scenario. These are not customer results.
Keep the finding specific
Several illustrative comments describe waiting for access while the welcome sessions received positive feedback.
Choose an action to test
Give each access request an owner and review unresolved requests before a new starter's first working day.
Check the experience again
After assigning access-request owners, ask whether new starters received the required access before their first task. Compare unresolved requests and specific explanations, keeping role-clarity questions separate.
Choose the response format
Make room for the explanation.
| Question | Suggested format | What to preserve |
|---|---|---|
| Which information did you need before your first day but could not find? | Short open text | Locate missing pre-arrival information so the welcome pack can answer practical questions before day one. |
| How clear are your responsibilities after your first month? | Short open text | Separate unclear role expectations from missing system access; they require different owners and remedies. |
| What would make the next new colleague's first week easier? | Short open text | Ask for one first-week change that a future starter could actually experience, rather than an overall satisfaction score. |
| Which access request took longer than you expected? | Short open text | Record the delayed permission or account and its timing; do not request passwords, credentials, or confidential access details. |
| Who would you contact if you were unsure about a task? | Short open text | Check whether the escalation route is known, not whether the person is already confident enough to use it. |
Make questions optional where appropriate. If you add a rating scale, label its endpoints, keep one idea per question, and retain a follow-up for reasons. These examples are not a validated measurement instrument.
Before you send it
Check what your wording assumes.
Would you agree that employee onboarding feedback was a completely positive experience?
Which information did you need before your first day but could not find?
The initial wording assumes a positive evaluation. The revised question asks about the actual situation so a respondent can describe difficulty, uncertainty, or a different experience.
From question to next step
Make the feedback useful.
Set the decision
Write down the decision you want this questionnaire to support: find the gaps between accepting an offer and feeling ready to contribute.
Invite relevant voices
Invite people who experienced the relevant situation. Explain response handling and include an optional skip or not-applicable route. Separate access problems from role clarity; a smooth welcome does not prove readiness.
Choose an action
Give each access request an owner and review unresolved requests before a new starter's first working day.
Read the answers carefully
What the answers cannot tell you.
Separate access problems from role clarity; a smooth welcome does not prove readiness.
Several illustrative comments describe waiting for access while the welcome sessions received positive feedback. This is an illustrative interpretation problem rather than a real customer result. Give each access request an owner and review unresolved requests before a new starter's first working day.
Run a focused feedback cycle
Plan the invitation, review and follow-up.
When and whom to ask
New colleagues after week one; repeat role-clarity prompts at the end of month one.
Who reviews the finding
Separate missing access, missing information and unclear responsibilities. Give access delays to the system owner and role questions to the line manager.
What to check after a change
Before the next intake, check that each required account has an owner and a target date. Re-ask the pre-arrival information prompt after the next intake; do not treat a smaller number of comments as a success rate without knowing participation.
Handle responses carefully
Do not collect credentials, medical details or immigration documents. Explain whether managers see individual comments; onboarding surveys are not performance assessments.
Before you send it
Questions, answered.
What should I learn from this employee onboarding questionnaire?
Find the gaps between accepting an offer and feeling ready to contribute. Start with one decision you can act on rather than using the survey to confirm a preferred answer.
What should I look for in the answer to “How clear are your responsibilities after your first month?”?
Separate unclear role expectations from missing system access; they require different owners and remedies.
What would a practical next action look like?
Give each access request an owner and review unresolved requests before a new starter's first working day. This is an example action to investigate, not a guaranteed improvement.
When should I send this questionnaire?
Ask after respondents have experienced the specific situation in the first prompt: “Which information did you need before your first day but could not find?” Allow enough time after a proposed change for people to experience it before repeating the questionnaire.
What should I check after changing the process?
After assigning access-request owners, ask whether new starters received the required access before their first task. Compare unresolved requests and specific explanations, keeping role-clarity questions separate.
Can I use these questions in SurveyTeams?
Copy the questions or download TXT, CSV, JSON, or a Markdown worksheet and adapt them in your own survey. The product CTA opens registration and does not import the example. Verify the features and terms available in your account.
Does the product screenshot contain this questionnaire?
It shows a separate synthetic event-feedback example used to demonstrate the real builder. Copy or download the questions on this page and adapt them in your own draft. Registration does not import them automatically.
Who should review these answers?
Separate missing access, missing information and unclear responsibilities. Give access delays to the system owner and role questions to the line manager.
How should we handle sensitive comments?
Do not collect credentials, medical details or immigration documents. Explain whether managers see individual comments; onboarding surveys are not performance assessments.
Inside the product
Build and preview your questionnaire in SurveyTeams
Give the feedback request a clear purpose and explain who will read the answers before you add questions. The actual product screenshot shows a separate synthetic post-event demonstration; the example questions on this page are not already loaded in the product.
- Start a manual draft with a title that tells respondents why you are asking. Find the gaps between accepting an offer and feeling ready to contribute.
- Copy or download the relevant example questions above, then create and add the questions in your draft. Review the question notes before deciding which prompts to keep.
- Check the respondent preview, especially this wording: “Which information did you need before your first day but could not find?” Include a way to say none or not applicable, and review your response-handling instructions.
Screenshots demonstrate creation and preview. Distribution and results are separate steps; availability varies by account and plan.
Build with SurveyTeams
Build your own employee onboarding questionnaire.
Use these examples to draft your questionnaire. Create a survey draft, add questions, and check the respondent preview in SurveyTeams. Additional features depend on your account and plan.
Create your survey in SurveyTeams
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