30-Day Onboarding Feedback Survey
30-Day Onboarding Feedback Survey
30-Day Onboarding Feedback Survey
1. After 30 days, I have a clear understanding of my role and what success looks like.
2. My 30-day goals and milestones were set and communicated clearly.
3. I feel I am making meaningful progress in my role after the first month.
4. I have received useful feedback on my work during my first month.
5. I understand the key priorities and projects I will be responsible for in the coming months.
6. I feel accepted and integrated into my team.
7. My colleagues have been helpful and willing to answer my questions.
8. I have been introduced to the key stakeholders relevant to my role.
9. I feel comfortable asking questions without fear of judgement.
10. My manager has provided clear direction and regular guidance during my first month.
11. My manager checks in with me regularly to see how I am settling in.
12. I feel my manager is invested in my success and development.
13. I know what I need to do to successfully complete my probation period.
14. My workload during the first month has been appropriate for a new joiner.
15. The training I have received so far has adequately prepared me for my role.
16. I have access to the information and resources I need to do my job effectively.
17. I am aware of the key company processes and policies relevant to my role.
18. There are additional skills or knowledge areas I feel I still need to develop to be effective.
19. Overall, my experience at this company during my first month has been positive.
20. I feel optimistic about my future at this company.
21. The reality of working here matches what I was told during the recruitment process.
22. What one thing would have made your first month better?Everything you need to know
01What is the 30-Day Onboarding Feedback Survey?
The 30-Day Onboarding Feedback Survey is a ready-to-launch check-in for the end of a new hire's first month. Its 22 questions ask whether, after 30 days, people have a clear understanding of their role and what success looks like, whether their 30-day goals and milestones were set and communicated clearly, and whether they feel they are making meaningful progress. It also covers the feedback they have received, their grasp of upcoming priorities and projects, and how well they have integrated socially, including whether colleagues have been helpful and whether they have met the key stakeholders relevant to their role. Run it right around the one-month mark.
02Why run a 30-Day Onboarding Feedback Survey
The first month is when a new hire decides whether the reality of the job matches the promise, and this survey catches problems while there is still time to correct them. If people say goals were not communicated clearly or that they have received little useful feedback, managers can step in immediately. If integration is lagging, buddy systems or introductions can be arranged. The 22 questions give you an early signal on both performance clarity and belonging, two of the strongest predictors of whether someone will ramp up and stay, so you can intervene per person and improve the program for future hires.
03What this 30-Day Onboarding Feedback Survey covers
The 22 questions divide into progress and clarity on one side and integration on the other. The clarity block asks people to respond to statements like "After 30 days, I have a clear understanding of my role and what success looks like," "My 30-day goals and milestones were set and communicated clearly," and "I feel I am making meaningful progress in my role after the first month," plus whether they have received useful feedback and understand the key priorities and projects ahead. The integration block covers feeling accepted into the team, whether colleagues have been helpful and willing to answer questions, and whether the person has been introduced to the key stakeholders relevant to their role. Together they show whether month one built momentum or confusion.
04How to use this free template
Copy or download all 22 questions and drop them into whichever survey tool you use, such as Google Forms, Typeform, or Microsoft Forms. No signup is required. Send it close to the 30-day mark so answers reflect the full first month, and keep responses anonymous, or at least confidential, so people are honest about feedback and integration. Read the results with the hiring manager, act quickly on any individual who reports unclear goals or weak support, and use patterns across recent hires to sharpen the first-month experience.
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