Engagement Surveys - Onboarding and Exit
Engagement surveys are a powerful tool that can be used as a practical way to check the pulse of your employees, prioritize upcoming initiatives, or even as part of a retention strategy. Engaged employees are happier, healthier, and more productive in what they do.
Enroll in our eLearning course or scroll down to learn more.
Onboarding Surveys
The onboarding survey consists of 15 questions that cover recruitment, motivation, engagement, satisfaction, and understanding.
Benefits
- Tailored Welcome for New Employees: Initiate the journey of your new team members with a tailor-made welcoming process. Leveraging personalized onboarding questionnaires ensures a smooth transition into the company culture, nurtures a feeling of inclusion, and promotes sustained engagement.
- Immediate Feedback for a Dynamic Start: Engage in a direct feedback loop right from the start through onboarding questionnaires, enabling new employees to express their queries, concerns, and insights immediately. This forward-thinking strategy helps quickly address any issues or confusion, reflecting your dedication to ongoing enhancement and employee contentment.
- Fostering Early Cultural Cohesion: Encourage a swift alignment between new hires and your team's principles, the organizational ethos, and the overarching mission from the outset. Discussing these essential elements openly during the onboarding phase helps cultivate a profound allegiance and dedication to your company's objectives.
- Enhancing Employee Retention: You significantly boost employee retention rates by proactively addressing potential doubts and issues. This proactive engagement in onboarding your new employees builds loyalty and diminishes long-term hiring expenses.
Find the questions below.
| Question |
| I was provided with accurate information about the company during the recruitment process. |
| Is there something we could have done to improve the recruitment process? |
| Why did you choose to join the company? |
| I am feeling welcome here. |
| I am proud to work for this company. |
| What's one thing we could have done differently to improve the first week of your onboarding experience? |
| I understand my role and the responsibilities of my job. |
| I see myself still working at this company in two years. |
| I'm confident in using the systems and tools I need in my role. |
| The organizational values of the company align well with my own values. |
| I understand how my role contributes to the organizational goals of the company. |
| My experience with the organization has matched my expectations. |
| I am satisfied with the training I received for my new role. |
| I was introduced to all the people I need to work with to succeed in my new role. |
| Is there anything else you want to share about your onboarding experience? |
Exit Survey
The exit survey consists of 25 questions covering recruitment, satisfaction, retention, benefits, compensation, management, and team collaboration.
Benefits:
- Enhancing Retention Strategies: Deepen your grasp on the dynamics of employee turnover by engaging in comprehensive surveys with those who are leaving. This approach enables you to uncover the real reasons behind their departure, ranging from dissatisfaction with their role to clashes with management or a misfit with company culture.
- Spotting Organizational Vulnerabilities: By carefully analyzing exit interviews, you can identify recurring themes or patterns that point to underlying issues within your organization. Armed with these insights, you have the opportunity to introduce specific measures that cultivate a more welcoming and supportive work environment.
- Optimizing Succession and Talent Management: Leverage the feedback from exiting employees to refine your succession planning and talent management efforts. Their firsthand experiences can highlight critical areas for team growth, ensuring a seamless transition and sustained success.
- Promoting Employee Advocacy: Managing separations with empathy and respect not only underscores your dedication to employee well-being but also enhances your organization's image. Those who leave on good terms are more likely to become advocates for your brand, helping to attract new talent and build your reputation from the outside.
Find the questions below.
| Question |
| I feel my job's role was described accurately to me before I joined the organization. |
| My job's role did not change after I was hired. |
| How reasonable or unreasonable was the workload for this role? |
| What were the best and worst areas of your job? |
| How could we have supported you to continue in your role? |
| Given the role’s responsibilities today, what things should we be looking for in your replacement? |
| I would consider coming back to work in this role in the future. |
| My total compensation package (pay + benefits + any equity) was fair compared to other organizations. |
| My benefits package was good overall. |
| What was your main reason for leaving the company? |
| Did you begin looking for another job before leaving? Why? |
| Was there a specific event or person involved with your decision to leave? |
| How much did your managers’ actions match their words? Did they do what they said they would? |
| What challenges were present when working with your manager? |
| What was the team atmosphere like? |
| How often did you see your team or have team meetings? |
| Who made a real difference to your employee experience, if anyone? |
| What advice would you like to give to your team? |
| My working environment was safe. |
| How would you describe the organization’s culture? |
| Who would you speak to in the organization about your concerns? |
| Have you ever experienced any discrimination or harassment within the workplace? |
| This company treats all of its employees fairly. |
| What would you change about the company? |
| How can we improve our training and development? |
Configuration and Reporting
The Onboarding and Exit surveys are configured by default to be sent once and do not use anonymous reporting.
We are currently working to add support for both of these surveys in our expanded Engagement Reporting Dashboards. Those new dashboards will be coming soon, and in the meantime, please take advantage of the survey-level reporting once a survey has been sent.
Questions? We're here to help! Reach out to us at perform@trakstar.com!