Survey template · 5 questions
Onboarding survey template (30 days)
The first month decides whether a new hire commits or starts quietly re-reading job boards. A 30-day onboarding survey catches gaps — missing equipment, unclear expectations, absent managers — while they are still cheap to fix, instead of discovering them in an exit interview a year later.
This template checks the four things that most reliably predict early attrition: whether the job matches what was promised in hiring, whether tools and access were ready on day one, whether the new hire knows who to ask for help, and whether their manager has actually met with them. A frank open question invites the feedback new hires rarely volunteer unprompted.
The questions in this template
Every question is editable in the survey builder before you activate — change wording, reorder, or add your own questions.
Q1 · Rating scale (1–5)
My first month matched what I was told during hiring.
Q2 · Rating scale (1–5)
I had the equipment and access I needed from day one.
Q3 · Rating scale (1–5)
I know who to ask when I am stuck.
Q4 · Yes / No
Have you had a one-on-one with your manager in your first month?
Q5 · Open text · optional
What almost made you regret joining — and what convinced you otherwise?
When to use it
- Automatically at the 30-day mark for every new starter
- After changing your hiring or onboarding process, to verify it worked
- When early attrition is rising and you need to know which part of the first month is failing
Frequently asked questions
- When should you send an onboarding survey?
- 30 days in is the sweet spot for the first survey: recent enough that first impressions are vivid, long enough that the new hire has real experience of the role, their manager, and the tools. Many teams add a 90-day follow-up.
- What should a 30-day onboarding survey ask?
- Four essentials: did the first month match what hiring promised, was equipment and access ready from day one, does the new hire know where to get help, and has a manager one-on-one happened. Add one open question for everything else.
- Should onboarding surveys be anonymous?
- Yes — new hires are the least likely group to volunteer criticism under their own name. MindSafe aggregates onboarding responses anonymously and only shows results once at least five people have responded.
Run this survey with anonymous, privacy-floored results.
This template ships inside MindSafe alongside the daily burnout pulse. Book a guided two-week pilot — we handle setup, employee import, and training.
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