Post-onboarding surveys matter: turning feedback into long-term success

Starting a new job can be exciting and nerve-wracking, as everything is new, and the customs and information of the new job may feel overwhelming. Onboarding, a process of socialising newcomers to a new job and organisational culture, aims to smoothen the employees process of becoming a part of the new workplace (Cable, Gino & Staats 2013). However, the onboarding processes vary widely, and so do their outcomes.

This blog article presents theoretical findings made during a bachelor’s thesis project. The project involved designing and implementing an onboarding survey for an outsourced public health center to serve its unit-specific needs. The aim of the article is to provide ideas for other organisations to develop their onboarding to a meaningful and useful process for central stakeholders.

The employee voice matters

Onboarding programs often emphasise the first days or weeks, but once the onboarding period ends, the lessons learned are rarely revisited. Information overload can cause employees to forget much of what they were taught, making it feel as if those things were never covered by the time they begin working independently.

Follow-ups with the new employees are important (Markos & Srivedi 2010). A survey focusing on the different areas covered during the onboarding period can do the trick. A survey allows employees to express whether they need additional support or guidance, how engaged they feel, and how confident they are in role-specific tasks. These insights are invaluable.

Insights and improvement ideas for employers

The use of a post-onboarding survey is beneficial for both employees and employers. According to Davila and Pina-Ramirez (2018), follow-ups such as the survey give the employer a chance to better support and connect with the new hires. It also provides insight into how the transition is truly progressing and shows that employee feedback is valued at the management level.

The surveys might also reveal patterns in responses. For example, repeated confusion could indicate a development need within that part of the process. In the long term, this can make the onboarding process more efficient and employee-friendly.

Small surveys, big impact

The post-onboarding survey does not have to be complex. In fact, a simple and well-structured survey with less than 20 questions can deliver powerful insights and capture new hires’ experiences. The importance, however, lies in the employer’s actions regarding the feedback.

When organizations respond to employees’ input with real improvements, they send a clear message: you belong here, and your voice matters. Creating such connection and engagement paves the way for long-term success by reducing turnover rates, increasing job satisfaction, and improving overall employee productivity (Heddleston 2018).

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