The right employee feedback survey questions can transform your onboarding process from guesswork to data-driven improvement. If you're looking to build effective onboarding feedback, this article is your go-to guide for what to ask and when.
We’ll dive into the best questions for the 7-day, 30-day, and 90-day checkpoints—plus show how AI-powered branching helps you get richer, more actionable responses from new hires.
Essential questions for 7-day onboarding feedback
The 7-day mark is the sweet spot for capturing first impressions—everything is new, fresh, and unfiltered. This is where you’ll get honest perspectives on setup, welcome, and how clear the role feels.
Did you receive all the equipment and access you need?
Why it matters: Missing tools or logins can quietly derail productivity right from the start. This helps you locate any setup blockers before they spread.How welcomed did you feel by your team in your first week?
Why it matters: Genuine team connection early on drives lasting engagement, which boosts both productivity and retention [1].Was your job role and expectations explained clearly?
Why it matters: Vague or confusing expectations create friction. Clarity here prevents later disengagement—43% of employees say their onboarding lasted just a day, often missing this depth [1].What was your biggest challenge or "speed bump" during your first week?
Why it matters: Unfiltered feedback spotlights real-world onboarding gaps that structured checklists can miss.
Open-ended questions benefit massively from AI-based follow-ups. The system spots if an answer is vague ("Setup was fine, I guess") and probes for details—without manual follow-through. For example:
Can you share more about what made the setup experience just "fine"? Were there any small issues or frustrations we could address?
Automated follow-ups like these (explore more on automatic AI follow-up questions) dig deeper into pain points, giving you context, not just scores.
30-day check-in: measuring early productivity and team integration
The 30-day feedback point uncovers if new hires are moving past orientation and into real contributor mode. At this stage, you want to understand how well they’re settling in, both individually and with the team.
How would you describe your workload balance so far?
This shows if people are overwhelmed or stuck waiting for work—key for adjusting team plans.Do you feel you have access to all the tools and resources you need?
It’s common for hidden blockers to emerge after the “honeymoon” week is over.How has your manager supported you in your first month?
Early feedback here reveals coaching strengths and gaps. Proactive manager support is directly correlated with engagement and satisfaction [1].How easy has it been to collaborate with your teammates?
This a high-leverage question for team cohesion—89% of employees say great onboarding boosts engagement [1].On a scale of 0-10, how likely are you to recommend this company as a workplace to others?
If the score is 9–10: “What stood out as the most positive part of your first month?”
If the score is 0–8: “What’s holding us back from making this a ‘10’ for you?”
Dynamic follow-ups adapt to each response—AI doesn’t just log the number, it turns every answer, especially to eNPS, into a real conversation.
Traditional Approach | Conversational Approach |
|---|---|
Static survey sent via email with fixed questions | Live chat-style survey with tailored follow-up probing |
“Rate your experience (1–10)” | eNPS question plus AI asking “Why?” or “How could we improve?” |
One-size-fits-all form | Branched logic: different flows for promoters vs detractors |
Follow-ups make the survey a conversation. With AI-powered conversational surveys, you don’t just know if a new hire is satisfied—you finally see why.
90-day milestone: assessing long-term fit and growth trajectory
90 days is the real retention checkpoint—this is when flight risk starts to emerge, and when growth expectations set in. At this point, you want to look beyond adjustment and into fit, ambition, and inertia.
Does your role align with what you expected when you joined?
Reveal mismatched expectations early, before disengagement sets in—29% of hires decide on fit in the first week, but many wait until this milestone [1].How clear are your growth and career development opportunities here?
Only 12% of employees report great onboarding—missing growth signals early is a key risk [1]. For vague answers, the AI digs in (“it’s okay” becomes: “What would make development clearer or more motivating?”)What has helped you feel most connected to our company culture, and what’s missing?
Do you feel comfortable raising ideas or concerns with your manager or team?
Have you been given the chance to take on new challenges, or are you still waiting for more responsibility?
Branching isn’t just for NPS; it cuts across any concern. If a new hire is vague about career development, AI can probe:
What would help you feel more confident about your career growth here? Is there a project, training, or support you wish we offered?
If their concern is about team fit (rather than opportunity), a new follow-up path kicks in:
Are there ways we could help you feel more connected to your teammates or the broader company?
You can easily set up and adapt these multi-path flows using the AI survey editor—just describe the logic, and AI updates the survey instantly. Proactively assessing these factors at 90 days helps catch people before they drift, giving you the chance to reduce costly turnover.
Surface-level response vs. AI-probed insight
“My career growth feels… okay.” → AI: “What would make it feel great for you?”
“It’s hard to connect with remote teams.” → AI: “Can you give an example of a time when you felt isolated or unsupported?”
Smart delivery: triggering surveys at the perfect moment
Timing is everything. To make feedback truly actionable, catch new hires when their experience is fresh—not just because it’s Day 7 or Day 30 on a calendar. That’s where event-driven triggers make a real difference.
Completed first project – Ask: “How did your first project go? Any surprises or tools you wish you had?”
Received first manager 1:1 – Focus: “Did you get the support you needed in your first coaching session?”
Tried a key product feature for the first time – Feedback: “Was everything clear, or did you hit any hiccups?”
Attended first all-hands meeting – Ask: “Did you feel included and up to speed with team-wide goals?”
Instead of waiting for the 90-day count, in-product surveys pop up right after a milestone action, immediately capturing relevant feedback in context. Plus, frequency controls prevent fatigue—so no one feels overloaded with questions.
Behavioral triggers ensure every feedback request is tied to a real experience, not an arbitrary date. Here's a quick comparison:
Calendar-based Timing | Event-triggered Timing |
|---|---|
Survey arrives on fixed day | Survey pops up after a real milestone (project, meeting, tool use) |
Risk of missing context (memories fade) | Feedback is immediate, precise, and actionable |
Easier to automate, but less relevant | Requires in-product logic, delivers better insight |
Turn insights into action with conversational feedback
Collecting feedback is just the start; real change happens when you deeply understand patterns and act on them.
AI analysis surfaces company-wide onboarding trends instantly—there’s no waiting weeks to spot issues. You can even chat with AI about results, spinning up separate analysis threads for HR, managers, or executives who need different insights. For example:
Show me the top 3 onboarding improvements mentioned by new hires in their first 30 days, grouped by department
Every conversation can be analyzed and explored, making the feedback loop continuous and actionable. When you’re ready, create your own survey and bring conversational insights to your team’s onboarding experience.