Onboarding 30
Helps assess how clearly a new employee understands their role and whether they have enough access, support, and initial work guidance.
- Sections
- 2
- Questions
- 10
- Who to ask
- A new employee on their 30th day of work
answers hidden · summary from 5 responses
When to run it
A new hire has completed their first month. You want to ensure their expectations matched reality, the onboarding processes are working correctly, and the person has all the accesses and an understanding of their role. The survey will help prevent early turnover and accelerate time-to-productivity.
What it shows
The survey is divided into sections. For each one, you'll see separately what's already working and what's getting in people's way.
- Role and work readiness
- Clarity of expectations, immediate priorities, success criteria, and work conditions on day 30.
- Team and support
- Shows whether the new employee feels accepted, knows whom to turn to, and receives enough help from the manager, mentor, and team.
What the questions look like
Below are real questions from this survey, one from each section.
-
I understand what results are expected from my role in the first weeks of work.
- What it checks
- Understand whether the new employee has a clear picture of role expectations and the expected results for the first weeks of work.
- Scale response
- from “Disagree” to “Agree”
- Open clarification
- What exactly remains unclear about the role expectations or the initial results?
-
I feel that the team has accepted me and includes me in the work.
- What it checks
- Understand whether, by day 30, the new hire feels like part of the team: they are noticed, included in work discussions, and seen as a participant in the shared work rather than an outside observer.
- Scale response
- from “Disagree” to “Agree”
- Open clarification
- What most strongly makes you feel that the team has not accepted you or is not including you in the work?
-
I understand which work tasks are most important right now and in what order I should proceed.
- What it checks
- Check whether the new employee understands the immediate work priorities, the next step, and the sequence of actions without constant guesswork.
- Scale response
- from “Disagree” to “Agree”
- Open clarification
- Which immediate tasks, priorities, or next steps remain unclear right now?
The score shows where the tension is, and people’s words show why it arose. How these answers come together into an overall picture is explained in methodology.
What’s in the report
The report will show how clearly the new hire understands their role, whether they have the necessary resources for work, and how they rate the team atmosphere and support from their manager and buddy during the early stages.
The report isn’t reduced to a single score. It shows growth points — recurring themes and work tensions visible across several people at once. Each one is compiled from anonymized summaries — individual responses don’t make it into the report. What happens to the report next is covered in the full workflow.
Survey sections
From finding to verification
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Full catalog →Launch “Onboarding 30” in your organization
The survey is already assembled: sections, questions, and the report layout are ready. All you need to do is decide who to ask and give people access.