survey template · Free download
New Hire 30-Day Survey
A new hire 30-day survey to check how onboarding is landing — role clarity, support, belonging, and early red flags you can still fix.
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What you get
- A focused survey on the first-month experience
- Rated questions on clarity, support, and belonging
- Open questions to catch issues early
- A consistent scale to compare cohorts over time
Template preview
A preview of the structure. Download the PDF or CSV for the complete, ready-to-use version.
Rating scale for all scored items: 1 = Strongly disagree to 5 = Strongly agree.
Role clarity & ramp
- I understand what is expected of me in my role
- I had the tools and access I needed from the start
- My first 30 days were well organised
- I am clear on how my work contributes to the team's goals
Manager & support
- My manager has been available and supportive
- I know where to go when I have a question
- I have received helpful feedback so far
- My onboarding buddy / team helped me settle in
Belonging & culture
- I feel welcomed by my team
- The role matches what I was told during hiring
- I feel comfortable being myself here
- So far, I am glad I joined
Open questions
- What has gone well in your first month?— free text
- What would have made your start easier?— free text
- Is anything unclear or concerning you right now?— free text
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How to use this template
- 1
Send at day 30
Trigger the survey automatically around the 30-day mark while the experience is fresh.
- 2
Keep it short
Use the rated items plus a few open questions so it takes under five minutes.
- 3
Act on red flags
Flag any low score on clarity or belonging for a quick manager check-in.
- 4
Compare cohorts
Track scores across new hires to spot onboarding gaps that repeat.
Frequently asked questions
Why survey new hires at 30 days specifically?
Thirty days is long enough to have a real opinion of onboarding and the role, but early enough that you can still fix mismatched expectations or gaps before they harden into regret or early attrition.
Should this be anonymous?
Usually not — you want to act on individual responses and follow up directly. Be transparent that it's identified and used to improve their experience, and keep aggregate trends for onboarding fixes.
How does this fit with engagement surveys?
It's onboarding-specific and individual, while engagement surveys are company-wide and periodic. Use the 30-day survey to catch early issues, then fold new hires into your normal pulse cadence.