An Onboarding Surveys is a powerful tool that provides organisations with critical insights into the early stages of the employee lifecycle. By understanding new hires’ first impressions, engagement levels, and challenges, organisations can make strategic improvements to ensure employees feel supported, engaged, and set up for long-term success
Article contents
- How should I approach the employee onboarding process?
- What are key engagement touchpoints, and how can I ensure I’m hitting them?
- What is the Single Point Onboarding Survey, and how does it help?
- What key engagement facets are covered in Hive’s Onboarding Index?
- Why is this feature critical for my organisation?
- How does continuous data collection improve the onboarding process?
- How do flexible confidentiality options benefit my organisation?
- The role of face-to-face in the onboarding process.
- How can Line Managers Kickstart a Positive Employee Relationship From Day One?
How should I approach the employee onboarding process?
Starting a new job is a critical moment for both the new hire and the manager. A positive onboarding experience sets the foundation for long-term engagement, productivity, and retention. As a manager, it’s important to prioritise the relationship from day one, ensuring the new employee feels welcomed and supported.
We recommend focusing on key touchpoints, regular check-ins, and using structured surveys to track the new hire’s experience.
What are key engagement touchpoints, and how can I ensure I’m hitting them?
Key engagement touchpoints are critical moments in the onboarding journey where HR teams and managers can make a meaningful impact on a new hire’s experience.
We recommend guiding employees through these touchpoints before the 90-day survey to drive positive responses. This includes regular check-ins, goal-setting, and providing ongoing support. Read how managers can kickstart a positive employee relationship from day one here
What is the Single Point Onboarding Survey, and how does it help?
The Single Point Onboarding Survey captures early indicators of employee engagement and success, serving as a check-in to see if your onboarding process is delivering the desired outcomes. It helps forecast long-term engagement and retention by understanding whether employees feel prepared, supported, and part of the team.
While we provide a recommended pulse survey, organisations can also purchase People Science survey crafting services to ensure the survey aligns with specific organisational needs and key drivers.
What key engagement facets are covered in Hive’s Onboarding Index?
Our onboarding surveys focus on critical areas of early engagement, including:
Advocacy: How likely are you to recommend our organisation as a good place to work?Belonging: I feel like I truly belong here.
Satisfaction: More often than not, I have a good day at work.
Pride: I feel proud to work for this organisation.
Loyalty: I see myself happily working here in a years' time.
These facets provide a comprehensive picture of how well the onboarding and recruitment processes are working.
Why is this feature critical for my organisation?
Data-driven insights from onboarding surveys allow organisations to make informed decisions that improve retention and employee experience. By collecting real-time feedback, HR teams can make proactive changes to the recruitment and onboarding processes.
Additionally, by using the Hive Onboarding & Exit Index, leaders can track engagement and satisfaction at key moments in the employee journey, preventing small issues from escalating.
How does continuous data collection improve the onboarding process?
Our platform allows for continuous data collection, meaning organisations can pool survey data over time to identify trends in employee experience and engagement. This long-term view helps HR teams see patterns, make informed changes, and continuously refine the onboarding process for better outcomes.
How do flexible confidentiality options benefit my organisation?
The ability to adjust confidentiality limits allows HR teams to quickly identify and address onboarding issues, especially in smaller organisations where there may not be a large volume of new hires. This flexibility ensures that feedback can be acted upon immediately, without waiting for more data, helping to resolve any onboarding-related concerns early on.
The role of face-to-face in the onboarding process.
While onboarding and exit surveys can provide valuable insights, they should never replace face-to-face interactions. These surveys can serve as a starting point for understanding a new employee's experience or the reasons behind an employee's departure, but they are most effective when complemented by in-person conversations.
Surveys can help gather structured feedback on elements like training and resources, but they often lack the depth of human interaction. New hires, especially in smaller organisations where confidentiality is limited, may hesitate to share their true feelings through a survey. Regular, face-to-face check-ins are essential for building trust and providing new employees with a safe space to express their thoughts and experiences openly. For example, a survey might indicate that a new hire is struggling, but an in-person conversation can uncover the underlying issues—be it a lack of clarity, challenges with team dynamics, or personal concerns.
By combining surveys with face-to-face interactions, HR leaders and managers gain a more comprehensive understanding of both onboarding and exit experiences, helping to address concerns proactively and foster a positive workplace culture.
How can Line Managers Kickstart a Positive Employee Relationship From Day One?
Starting a new job is always a big deal, both for the new hire and the manager. As a line manager, the way you welcome and support your new team member can make all the difference in how they feel about their role and your team.
A positive onboarding experience sets the tone for long-term engagement and productivity, making it essential to prioritise this relationship from day one. So with that being said, read some practical tips here to get your employee relationship off to a great start.