Onboarding template

30-60-90 Day Onboarding Survey Template

Three short surveys sent at day 30, day 60 and day 90 — each asking what is actually knowable at that point. Day 30 covers logistics and welcome, day 60 covers clarity and enablement, day 90 covers confidence, belonging and intent to stay. Catches a bad start while it is still recoverable.

15 questions 3 min to complete Day 30, 60 and 90 after start date New hires

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When to use it

Run it for every new hire, automatically, from their start date. Most regretted early attrition is visible in the day-30 answers — the people who leave in month five were usually already telling you in month one.

The full question set

Copy these as they are, or adapt the wording to your organisation — just keep it identical between waves, because changing a question resets its trend line.

Day 30

1.Day 30 — My first day was well organised and I had what I needed.1–5 scale
2.Day 30 — I received a warm welcome from my team.1–5 scale
3.Day 30 — The role matches what was described during hiring.1–5 scale
4.Day 30 — I know who to ask when I get stuck.1–5 scale
5.Day 30 — What would have made your first month easier?Open text

Day 60

1.Day 60 — I am clear on what is expected of me in this role.1–5 scale
2.Day 60 — I have had enough training to do my job confidently.1–5 scale
3.Day 60 — My manager has had a meaningful one-to-one with me.Yes / No
4.Day 60 — I understand how my work connects to the wider team's goals.1–5 scale
5.Day 60 — Is anything blocking you right now?Open text

Day 90

1.Day 90 — I feel like I belong here.1–5 scale
2.Day 90 — I am confident I can succeed in this role.1–5 scale
3.Day 90 — Onboarding prepared me well for the job I am actually doing.1–5 scale
4.Day 90 — How likely are you to recommend this company as a place to work?0–10 scale
5.Day 90 — I expect to still be working here in twelve months.1–5 scale

How to run it well

Trigger each wave from the employee's start date rather than a fixed calendar date.
Send the day-30 survey on a Tuesday or Wednesday morning; avoid Mondays and Fridays.
Keep results anonymous in aggregate, but let new hires opt in to a follow-up conversation.
Review cohort results with hiring managers quarterly, not individually in real time.
Compare day-90 intent-to-stay against actual 12-month retention to validate the signal.

Questions people ask

Why three surveys instead of one at 90 days?

Because the useful answers expire. On day 90 nobody accurately remembers whether their laptop arrived on time, and by then a poor first week has already shaped how they feel about the company. Each checkpoint asks only what is fresh and actionable at that moment.

Should onboarding surveys be anonymous?

Aggregate reporting should be anonymous, otherwise new hires — the group with the least job security — will tell you everything is fine. Offer an optional opt-in for anyone who wants a direct follow-up.

What do we do with a bad day-30 score?

Treat it as an onboarding process problem before treating it as a manager problem. Look for the pattern across the cohort: if three of five new hires say they did not know who to ask for help, that is a documentation gap, not five individual failures.

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