Onboarding survey tool for new employees: 2025 Enterprise guide & best tools

Remember moving to a new town and starting at a school where you didn’t know anyone? On that first day, everything felt unfamiliar, the classrooms, the faces, even the timetable in your hand. A small gesture, like a classmate guiding you or a teacher explaining the rules, made all the difference in feeling at ease.

Now, imagine if no one had shown you where the library was or explained the school rules. You’d be left wandering hallways, second-guessing yourself, and feeling like you didn’t belong. Those first impressions could have shaped your entire experience in the wrong way.

That’s exactly why onboarding surveys matter. In this blog, we’ll explore how the right onboarding survey tool for new employees helps organizations capture those early impressions, build trust, and create a smoother journey from day one.

What is the onboarding survey for new employees?

An onboarding survey for new employees is a structured feedback tool designed to capture how a new hire experiences the first few weeks or months in your organization. Unlike general engagement surveys, onboarding surveys zoom in on the early employee journey, from the moment an offer is accepted through the critical 30-60-90 day checkpoints.

These surveys ask targeted questions about clarity of role expectations, manager support, training quality, cultural alignment, and the overall employee onboarding experience. For HR leaders, onboarding surveys act as an early warning system. They reveal if a new hire feels welcomed, supported, and confident in their role or if friction points like confusing processes, lack of resources, or poor communication risk disengagement.

In today’s hybrid and remote workplaces, they also help ensure inclusivity by giving distributed employees a voice during their most vulnerable stage of employment. By capturing this feedback early, enterprises can refine their onboarding programs, reduce first-year attrition, and build a foundation for long-term engagement and productivity.

Why onboarding surveys are important?

Onboarding is the first impression of your workplace culture, and it shapes whether new hires feel engaged or disconnected. A well-structured onboarding feedback survey helps HR leaders capture these early signals.

With the right employee onboarding survey software, organizations can act on feedback before small gaps turn into costly attrition.

• Identify early red flags: Spot challenges like unclear role expectations or lack of manager support before they impact performance.
• Boost employee engagement from day one: Onboarding feedback survey responses help HR create a sense of belonging right from the start.
• Strengthen manager-new hire alignment: Insights ensure managers provide clarity, mentorship, and resources.
• Reduce first-year attrition: Early feedback reduces turnover risks by addressing friction points in the employee onboarding journey.
• Optimize training and resources: Surveys reveal whether orientation and training programs meet new hire needs.
• Improve employer brand reputation: A smooth onboarding experience supported by survey insights fosters positive word-of-mouth.
• Drive long-term productivity: Employees who feel supported in the first 90 days ramp up faster and contribute more effectively.

What are the best onboarding survey tools to consider in 2025?

Selecting the best onboarding survey tool is no longer just about collecting feedback—it’s about creating a seamless, engaging new hire journey. The right platform helps HR automate check-ins, track sentiment, and act on insights in real time. Here are the top tools to consider in 2025.

1. CultureMonkey

CultureMonkey is an enterprise-grade employee feedback platform designed to help enterprises build trust, reduce attrition, and create meaningful employee experiences. The platform combines automated onboarding surveys, role-based dashboards, advanced analytics, and seamless HRIS integrations to deliver actionable insights at scale.

Recognized by HR leaders as one of the best onboarding survey tools for new employees, CultureMonkey empowers organizations to capture early impressions, strengthen culture, and drive retention from day one.

Key takeaways

Build trust from day one

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2. 15Five

15Five is a performance management platform that combines continuous feedback, engagement surveys, and goal tracking to support team growth. The platform is designed to elevate manager effectiveness, improve employee performance, and drive retention.

Key takeaways

3. Typeform

Typeform brings a conversational, one-question-per-screen style that boosts engagement with stylish, branded designs. Its onboarding tools focus on interactive workflows, personalization, and seamless integration across formats and devices.

Key takeaways

4. Qualtrics

Qualtrics is an experience management platform that powers employee feedback at key talent moments—onboarding, development, and beyond. Its strength lies in expert-designed survey workflows, automated diagnostics, and deep researcher backing.

Key takeaways

5. JotForm

Jotform is a form builder trusted for its ease of use and flexibility, suitable for HR teams creating onboarding questionnaires. The platform lets you quickly design, distribute, and manage surveys without technical barriers.

Key takeaways

6. TINYpulse

TINYpulse is an employee engagement platform designed to capture real-time sentiment across the workforce. TINYpulse combines pulse surveys, peer recognition, and anonymous feedback to help leaders understand morale and culture. With lightweight tools and actionable insights, TINYpulse supports continuous improvement in engagement and retention.

Key takeaways

7. Lattice

Lattice is a people management platform that unifies performance reviews, goal setting, and continuous feedback. Its modular design supports onboarding, engagement surveys, and analytics, making it adaptable to diverse HR needs.

Key takeaways

8. Leapsome

Leapsome is a people enablement platform that unifies surveys, performance management, learning, and engagement in one system. The platform emphasizes flexibility, AI insights, and integrated workflows for talent development.

Key takeaways

9. Workleap Officevibe

Officevibe is an employee engagement solution that enables managers to gather feedback, measure sentiment, and run check-ins. The tool focuses on helping leaders improve communication, trust, and team alignment.

Key takeaways

10. SurveyMonkey

SurveyMonkey is an online survey platform that provides flexible tools for creating and sharing surveys. Its onboarding survey features allow organizations to collect new hire feedback quickly through templates, automation, and analytics.

Key takeaways

If you're able to tie new hires to the purpose and vision of the company from day 1, they will feel more connected. Consider having the CEO meet with new hires on their first day to discuss goals for the next 3-5 years.

Erin Campbell

Chief Operation Officer

Altis Recruitment

How to build an effective onboarding survey (7 easy steps)

A successful onboarding survey should be simple to complete, meaningful to analyze, and directly tied to the employee’s first 30–90 days. By aligning your design with the new hire journey, you ensure that feedback is both timely and actionable.

Below are seven steps HR leaders can use to create impactful onboarding survey questions and gather strong 30-60-90 day new hire feedback.

1. Define survey goals clearly

Decide whether you’re measuring role clarity, cultural fit, manager support, or overall employee onboarding experience. Clear goals prevent your survey from becoming too broad and help you prioritize the right insights. When the purpose is well-defined, you can connect survey outcomes directly to business impact.

2. Map surveys to the 30-60-90 day timeline

Collect insights at each stage to track how confidence and engagement evolve throughout onboarding. A day 30 survey might focus on clarity and training, while day 90 could measure integration and long-term satisfaction. This timeline ensures you’re not just capturing first impressions but also the sustained employee journey.

3. Keep questions focused and relevant

Avoid survey fatigue by limiting the survey to concise onboarding survey questions that align with business outcomes. Too many questions overwhelm new hires and reduce response quality. Instead, focus on asking what will give you the clearest view of their early experience.

Bar none, the biggest mistake that I see consistently made is poorly executed planning that sends employees home with a wealth of paperwork to be completed after the first day.

Melina Gillies

CPO

FlexNetworks

4. Mix question types

Use a blend of rating scales, open-ended responses, and multiple-choice to capture well-rounded insights. Scales help quantify satisfaction, while open-ended answers surface nuances you might miss otherwise. The mix keeps the survey engaging and ensures richer data for analysis.

5. Ensure anonymity and trust

Confidential responses encourage honesty, especially during the first few weeks when employees may feel vulnerable. When employees know their feedback is safe, they are more likely to highlight areas for improvement. This builds trust in the HR process and strengthens overall engagement.

6. Automate delivery with employee onboarding survey software

Schedule surveys to go out at consistent intervals without manual effort, ensuring timely collection of feedback. Automation also reduces human error and guarantees no stage of the new hire journey is overlooked. It keeps the process seamless for HR and effortless for employees.

7. Review and act on results quickly

Close the feedback loop by showing new hires that their input drives real improvements in the onboarding process. Share results transparently where possible and communicate the changes being made. This reinforces the value of feedback and motivates employees to engage in future surveys.

Top tips for making your onboarding survey engaging

Even the most carefully designed onboarding survey can fall flat if employees don’t feel motivated to respond. The goal isn’t just to collect data but to create a positive feedback experience that feels meaningful for new hires.

With the right approach, your onboarding questionnaire can encourage higher participation and provide more authentic insights from employees.

• Keep it short and clear: Respect newly joined employee’s time by limiting the survey to essential onboarding survey questions for new hires. Brevity improves completion rates.
• Ask questions in plain language: Avoid HR jargon and write questions in a conversational style so employees understand exactly what you’re asking.
• Personalize where possible: Tailor the onboarding questionnaire to the employee’s role, department, or location so the questions feel relevant.
• Mix question styles: Combine multiple-choice, Likert scale, and open text so employees stay engaged while sharing their thoughts.
• Highlight anonymity and purpose: Let employees know their responses are anonymous and explain how their feedback will be used.
• Use mobile-friendly formats: Ensure surveys are easy to complete on phones and tablets, especially for remote and frontline employees.
• Follow up with results: Share key themes or changes made based on survey responses, showing employees their voices matter.

What types of questions should new employee onboarding surveys include?

Not all survey questions carry the same weight during onboarding. To get the best insights, your onboarding feedback survey template should include a mix of question types that cover clarity, experience, and connection. This applies equally to in-office and remote onboarding surveys.

1. Role clarity questions

Ask whether employees understand their job responsibilities, goals, and expectations. Clarity reduces confusion and accelerates ramp-up. Without role clarity, new hires may feel lost, which can lead to disengagement or early attrition.

2. Manager support questions

Evaluate how supported new hires feel by their manager in terms of guidance, feedback, and availability. A strong manager-employee relationship in the first 90 days sets the tone for long-term trust and engagement.

3. Training and resources questions

Check if the training sessions and resources provided are sufficient for employees to perform effectively. Well-structured learning opportunities ensure new hires are confident and productive from the start.

4. Cultural alignment questions

Include questions that assess how well new hires feel integrated into the company culture and values. This helps HR measure whether the onboarding process communicates the “why” behind the organization, not just the “what” of the role.

5. Connection and belonging questions

Explore whether employees are building relationships with peers and feeling included in the team. Social integration is a key driver of retention, particularly for employees in hybrid or cross-functional teams.

6. Remote onboarding survey questions

For distributed teams, ask about virtual onboarding experiences, access to digital tools, and communication effectiveness. These insights help ensure remote employees don’t feel isolated or disconnected during their first months.

7. Overall satisfaction questions

Round off your survey with questions about the overall onboarding experience, asking if new hires would recommend the process to others. This provides a quick benchmark HR can track over time to measure onboarding effectiveness.

60+ engaging and relevant onboarding survey questions examples to try in 2025

Designing onboarding surveys isn’t just about asking questions, it’s about asking the right ones at the right time. The most effective onboarding survey templates blend rating-scale questions for measurable trends with open-text prompts that reveal deeper context.

Let’s dive into seven categories of questions to help you design surveys that are both insightful and actionable.

Role clarity questions

1. How clear are you about your day-to-day responsibilities? (1 = Not clear at all, 5 = Very clear)
2. I understand what success looks like in my role. (1 = Strongly disagree, 5 = Strongly agree)
3. How confident are you in meeting your short-term (first 90 days) goals? (1 = Not confident, 5 = Very confident)
4. I know who to reach out to when I have questions about my tasks or responsibilities. (1 = Strongly disagree, 5 = Strongly agree)
5. How well do you understand how your role contributes to the company’s overall goals? (1 = Not well, 5 = Extremely well)
6. I have received enough information to perform my role effectively. (1 = Strongly disagree, 5 = Strongly agree)
7. How clear are you about the tools and processes needed to do your job? (1 = Not clear, 5 = Very clear)
8. I feel prepared to carry out my responsibilities independently. (1 = Strongly disagree, 5 = Strongly agree)
9. How confident are you that your role expectations were explained during onboarding? (1 = Not confident, 5 = Very confident)
10. I understand the priorities and focus areas for my role in the next 30–60–90 days. (1 = Strongly disagree, 5 = Strongly agree)

Manager support questions

1. My manager has set clear expectations for my role. (1 = Strongly disagree, 5 = Strongly agree)
2. How accessible is your manager when you need guidance or support? (1 = Not accessible, 5 = Very accessible)
3. I receive regular feedback from my manager that helps me improve. (1 = Strongly disagree, 5 = Strongly agree)
4. How supported do you feel by your manager in your first 30–60–90 days? (1 = Not supported, 5 = Very supported)
5. My manager provides enough context for how my work fits into team objectives. (1 = Strongly disagree, 5 = Strongly agree)
6. How comfortable do you feel approaching your manager with questions or concerns? (1 = Not comfortable, 5 = Very comfortable)
7. My manager has provided the resources I need to succeed in my role. (1 = Strongly disagree, 5 = Strongly agree)
8. How effective is your manager’s communication style during your onboarding period? (1 = Not effective, 5 = Very effective)
9. I feel that my manager cares about my professional growth and development. (1 = Strongly disagree, 5 = Strongly agree)
10. Overall, how would you rate your manager’s support during onboarding? (1 = Very poor, 5 = Excellent)

Training and resources questions

1. The training I received during onboarding was relevant to my role. (1 = Strongly disagree, 5 = Strongly agree)
2. How effective was the orientation program in helping you understand company policies and processes? (1 = Not effective, 5 = Very effective)
3. I have access to all the tools and systems I need to perform my job. (1 = Strongly disagree, 5 = Strongly agree)
4. How easy was it to learn and navigate the software platforms required for your role? (1 = Very difficult, 5 = Very easy)
5. The resources provided (handbooks, guides, knowledge base) helped me ramp up quickly. (1 = Strongly disagree, 5 = Strongly agree)
6. How confident are you in using the tools and technology required for your work? (1 = Not confident, 5 = Very confident)
7. Training sessions were delivered in a clear and engaging way. (1 = Strongly disagree, 5 = Strongly agree)
8. How satisfied are you with the quality of job-specific training you received? (1 = Very dissatisfied, 5 = Very satisfied)
9. I know where to find additional resources if I need help with tasks or processes. (1 = Strongly disagree, 5 = Strongly agree)
10. Overall, how well did onboarding prepare you with the resources needed to succeed? (1 = Not well at all, 5 = Extremely well)

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Cultural alignment questions

1. I feel connected to the company’s mission and values. (1 = Strongly disagree, 5 = Strongly agree)
2. How well were the organization’s culture and values explained during onboarding? (1 = Not well, 5 = Extremely well)
3. I understand the company’s approach to diversity, equity, and inclusion. (1 = Strongly disagree, 5 = Strongly agree)
4. How aligned do you feel your personal values are with the company’s values? (1 = Not aligned, 5 = Very aligned)
5. The onboarding process gave me a clear sense of the company’s work culture. (1 = Strongly disagree, 5 = Strongly agree)
6. I feel comfortable expressing myself authentically in this workplace. (1 = Strongly disagree, 5 = Strongly agree)
7. How much do you feel included as part of the broader organization? (1 = Not at all, 5 = Completely included)
8. I understand the company’s expectations for collaboration and teamwork. (1 = Strongly disagree, 5 = Strongly agree)
9. How likely are you to recommend this company to a friend based on its culture? (0 = Not likely at all, 10 = Extremely likely)
10. Overall, how satisfied are you with the cultural fit between you and the company? (1 = Very dissatisfied, 5 = Very satisfied)

Connection and belonging questions

1. I feel welcomed as a new member of the team. (1 = Strongly disagree, 5 = Strongly agree)
2. How connected do you feel to your immediate teammates? (1 = Not connected, 5 = Very connected)
3. I have built meaningful relationships with colleagues during my onboarding period. (1 = Strongly disagree, 5 = Strongly agree)
4. How comfortable do you feel reaching out to coworkers for help or collaboration? (1 = Not comfortable, 5 = Very comfortable)
5. My onboarding experience has helped me feel like I belong in the organization. (1 = Strongly disagree, 5 = Strongly agree)
6. How often do you interact socially with colleagues outside of strictly work-related tasks? (1 = Never, 5 = Very often)
7. I feel included in team meetings and discussions. (1 = Strongly disagree, 5 = Strongly agree)
8. How connected do you feel to employees outside your immediate team? (1 = Not connected, 5 = Very connected)
9. I feel encouraged to participate and share my opinions in group settings. (1 = Strongly disagree, 5 = Strongly agree)
10. Overall, how satisfied are you with your sense of belonging at the company? (1 = Very dissatisfied, 5 = Very satisfied)

Remote onboarding survey questions

1. How easy was it to set up your remote workspace with the company’s guidance and resources? (1 = Very difficult, 5 = Very easy)
2. I received clear instructions for accessing remote systems and tools. (1 = Strongly disagree, 5 = Strongly agree)
3. How effective were virtual onboarding sessions in preparing you for your role? (1 = Not effective, 5 = Very effective)
4. I feel connected to my team despite working remotely. (1 = Strongly disagree, 5 = Strongly agree)
5. How satisfied are you with the communication tools provided for remote collaboration? (1 = Very dissatisfied, 5 = Very satisfied)
6. I had enough opportunities to meet colleagues virtually during onboarding. (1 = Strongly disagree, 5 = Strongly agree)
7. How supported do you feel by HR and IT in setting up your remote work environment? (1 = Not supported, 5 = Very supported)
8. I feel included in team discussions and activities, even while working remotely. (1 = Strongly disagree, 5 = Strongly agree)
9. How confident are you in accessing help or troubleshooting support when working remotely? (1 = Not confident, 5 = Very confident)
10. Overall, how would you rate your remote onboarding experience? (1 = Very poor, 5 = Excellent)

Overall satisfaction questions

1. How satisfied are you with your overall onboarding experience so far? (1 = Very dissatisfied, 5 = Very satisfied)
2. I feel my onboarding prepared me well for success in this role. (1 = Strongly disagree, 5 = Strongly agree)
3. How likely are you to recommend this company’s onboarding process to future new hires? (0 = Not likely at all, 10 = Extremely likely)
   I feel the onboarding experience matched the expectations set during recruitment. (1 = Strongly disagree, 5 = Strongly agree)
4. How satisfied are you with the pace of your onboarding process? (1 = Very dissatisfied, 5 = Very satisfied)
5. I feel my feedback during onboarding is valued by the company. (1 = Strongly disagree, 5 = Strongly agree)
6. How confident are you that you will be successful in this company after onboarding? (1 = Not confident, 5 = Very confident)
7. I feel the onboarding process provided me with a strong sense of company culture. (1 = Strongly disagree, 5 = Strongly agree)
8. How satisfied are you with the overall support provided by HR during your onboarding? (1 = Very dissatisfied, 5 = Very satisfied)
9. Overall, how would you rate your onboarding experience compared to previous employers? (1 = Much worse, 5 = Much better)

Common pitfalls in onboarding surveys (and how to avoid them)

Even the best-designed new employee survey can fail to deliver insights if it falls into common traps. HR leaders often overlook these mistakes, which weaken participation and make new hire onboarding survey questions less effective.

Here are seven pitfalls to watch for  and how to avoid them.

• Too many questions in one survey: Overloading new hires with lengthy forms causes fatigue. Keep surveys short, focused, and aligned to key milestones.
• Asking generic questions: Vague prompts don’t provide actionable insights. Tailor new hire onboarding survey questions to role, team, and stage of onboarding.
• Ignoring anonymity: Without anonymity, employees may sugarcoat responses. Always reassure them surveys are anonymous and safe.
• Poor timing of surveys: Sending a new employee survey only once misses evolving feedback. Schedule touchpoints at 30, 60, and 90 days for better data.
• Lack of follow-up: If employees never see action taken, trust erodes. Share results and show how feedback drives improvements.
• Over-reliance on rating scales: Ratings are useful but shallow on their own. Combine them with open-text questions to capture context.
• Not integrating with HR systems: If survey insights don’t connect to HR platforms, they stay siloed. Integration ensures feedback informs decisions at scale.

What privacy, anonymity, and compliance practices must onboarding surveys follow?

When employees share feedback during their first 30–90 days, they’re often more cautious about privacy. A trustworthy onboarding feedback tool should create psychological safety while also meeting enterprise compliance standards.

• Ensure anonymity is guaranteed: Responses to an employee onboarding questionnaire should never be traceable to individuals. This encourages honest feedback without fear of consequences.
• Follow global compliance standards: Your onboarding feedback tool should align with GDPR, SOC 2, and other relevant frameworks to ensure legal data protection.
• Encrypt and secure data: All survey data must be encrypted in transit and at rest, protecting employee information from breaches.
• Role-based access controls: Limit survey data visibility so only specific HR leaders or managers with defined permissions can view results, ensuring sensitive insights don’t leak across the organization.
• Communicate data policies clearly: Inform new hires how their survey data will be stored, analyzed, and used. Transparency builds trust from the start.

What analytics and reporting features separate enterprise-grade onboarding survey tools?

Not all survey platforms are built for scale. When evaluating employee onboarding survey software, HR leaders should look beyond basic feedback collection and focus on advanced analytics that drive real decisions. Enterprise-grade tools stand out through these capabilities:

• Real-time dashboards: Provide instant visibility into participation rates and key metrics, helping HR track onboarding success as it happens.
• Segmentation and filtering: Allow analysis by department, location, or role, so insights are more actionable and tailored.
• Benchmarking against industry standards: Compare internal results with external benchmarks to see how your organization stacks up.
• Trend analysis over time: Spot patterns across 30–60–90 day surveys to understand how the employee experience evolves.
• Heatmaps and visualization tools: Highlight areas of strength and concern with intuitive visuals, making complex data easy to interpret.
• Text and sentiment analysis: Use AI-driven analytics to interpret open-ended responses and uncover hidden themes in feedback.
• Export and HRIS integration: Seamlessly connect survey insights with HR systems for consolidated reporting and long-term tracking.

Why enterprises choose CultureMonkey for onboarding surveys

Enterprises don’t just need another survey platform, they need a trusted partner that helps them act on insights at scale. CultureMonkey is often recognized as the best onboarding survey tool for new employees because it goes beyond collecting feedback to delivering business impact.

• Automated onboarding surveys: CultureMonkey ensures every new hire journey is mapped with consistent, automated touchpoints.
• Enterprise-grade anonymity: Employees feel safe giving candid feedback, building trust in the onboarding process.
• Customizable onboarding survey templates: HR leaders can tailor questions to roles, regions, and departments for deeper insights.
• Seamless HRIS integrations: Direct connections with systems like Workday, BambooHR, and ADP simplify data flow and reporting.
• Advanced analytics dashboards: Real-time insights, heatmaps, and sentiment analysis help enterprises act quickly.
• Scalable for global teams: Multilingual support ensures inclusivity across regions, making CultureMonkey ideal for distributed workforces.
• Benchmarking capabilities: Compare your onboarding scores with internal benchmarks or industry standards to measure performance and identify improvement areas.
• Open-text feedback analytics: AI-driven sentiment and theme analysis of open text feedback surface the “why” behind scores, giving HR leaders deeper context.

Conclusion

Onboarding isn’t just about orientation, it’s the foundation of long-term engagement and retention. A structured new hire experience, supported by the right surveys, gives enterprises the visibility to spot gaps early, strengthen culture, and ensure employees feel connected from day one.

Without consistent feedback, organizations risk disengagement, missed expectations, and higher first-year attrition. That’s why onboarding surveys are no longer optional—they’re a strategic necessity.

CultureMonkey makes this process effortless with automated surveys, customizable onboarding survey templates, and advanced analytics that turn responses into action. From benchmarking your results to analyzing open-text feedback, CultureMonkey empowers HR leaders and managers alike with insights that improve onboarding at scale.

Recognized as one of the best onboarding survey tools for new employees, CultureMonkey helps enterprises build trust, increase retention, and deliver an exceptional employee experience from the very first interaction.

FAQ

1. When should onboarding surveys be sent - day 7, 30, 60, 90?

Onboarding surveys work best when aligned to milestones in an employee onboarding program, typically on day 7, 30, 60, and 90. These check-ins capture evolving new hire experiences, from first impressions to role clarity and integration. Regular touchpoints help HR teams quickly spot gaps early, strengthen engagement, and improve overall employee retention during the critical first year.

2. How do onboarding survey tools integrate with HR platforms like Workday or BambooHR?

Modern onboarding survey tools connect directly with HR platforms like Workday or BambooHR to sync employee data, automate survey delivery, and centralize reporting. This integration ensures surveys trigger at the right milestones, reduces manual work for HR, and strengthens the overall employee onboarding process by aligning feedback with organizational systems and workflows.

3. How do onboarding surveys improve retention in the first year?

Onboarding surveys play a crucial role in the employee lifecycle by capturing feedback during the early months. Insights from these surveys help HR teams address concerns quickly, build trust, and improve employee satisfaction. When employees feel supported from day one, organizations reduce early turnover, strengthen engagement, and drive higher overall retention rates throughout the first year.

4. What’s the difference between onboarding surveys and engagement surveys?

Onboarding surveys focus on capturing employee onboarding feedback during the first weeks and months of employment, measuring clarity, support, and cultural fit. Engagement surveys, on the other hand, track long-term motivation, connection, and satisfaction across the entire workforce. Both are essential, but onboarding surveys specifically address early experiences that shape retention and future engagement outcomes.

5. How does CultureMonkey automate onboarding surveys across global regions?

CultureMonkey automates surveys by scheduling them at 30–60–90 day milestones and delivering them in 150+ languages. This ensures consistent, localized feedback across global teams. Automated onboarding surveys help HR leaders track new hire experiences, close gaps faster, and improve the onboarding journey, making it smoother and more impactful no matter where employees are located.