Taking-notes

Onboarding SurveysThe onboarding was OK.
That’s exactly the problem.

Good-enough onboarding rarely raises red flags. But it quietly shapes confidence, commitment and intent to stay. With the right insight, small issues can be adjusted early, before they start shaping decisions behind the scenes.  
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The real onboarding experience unfolds long after day one

Most onboarding processes work — on paper. But the reality differs from team to team. Feedback depends on the manager. Expectations stay implicit. Questions go unasked. Without structured insight, early friction becomes normal long before it becomes visible. 

Not sure where to start?There is more to a good survey than the questions

Many HR teams spend time designing surveys — and still end up with results that are hard to act on. A short walkthrough with one of our experts can help you identify what to measure, how to structure it and what good follow-up looks like in practice.
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Onboarding surveysWhen onboarding moves from introductions to everyday teamwork

Most organisations invest heavily in onboarding programmes. But what really matters is what new hires experience once daily work begins. Onboarding surveys help HR understand how expectations, feedback and support play out across teams, and where early experiences start to diverge. 

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See how onboarding is experienced across teams and roles  
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Identify where responsibility, follow-up or expectations become unclear

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Understand how leadership practices shape early confidence and commitment  
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Act while small adjustments still make a meaningful difference  

Where onboarding can start to drift

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When “just ask if you need help” is the only support

The team is friendly. Everyone is busy. No one checks in unless there’s a problem. New hires don’t want to ask too much — so they stop asking altogether.
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When expectations exist — but no one owns them

Day one sounded clear enough. Weeks later, priorities feel blurry. Decisions are made differently than expected. And no one quite agrees on what “doing a good job” actually looks like.

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When onboarding ends — but the questions don’t

The programme is done. The slide deck is closed. Daily work has started. New hires hesitate to raise small issues, even when those issues slow learning and confidence every single day.

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When small frustrations stay in the team — and never reach HR

Things aren’t bad. Just slightly off. A bit unclear. A bit frustrating. Each team handles it in its own way — until patterns only become visible once engagement drops or people consider leaving.

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The cost of missing early signalsWhy small onboarding differences matter

Small differences in onboarding shape how people settle in, perform and connect. When they go unnoticed, their impact often appears later — in engagement, retention and how quickly people feel at home.
Stronger early commitment

New hires who experience strong onboarding are significantly more likely to remain with the organisation for up to three years.

Source: Society for Human Resource Management, 2017

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Faster time to productivity

Effective onboarding reduces early uncertainty and helps new hires reach full productivity more quickly.

Source: Society for Human Resource Management, 2017

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Stronger business growth

Organisations with well‑established onboarding practices tend to achieve substantially higher revenue growth.

Source: Boston Consulting Group, 2012

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Early insight, long term perspectiveSee what shapes the onboarding experience

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We've got you covered

You're never on your own

From onboarding to follow-up, you have direct access to a team that knows the platform inside out. Got a question about your results? Need help planning your next survey? We're ready when you are.

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Safe to answer. Reliable to act on.

Peoplexact tracks teams, not individuals. Your data stays in Denmark, and every survey is built to protect anonymity — so your employees feel safe to answer honestly, and you get results you can actually rely on.

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Book a demoEarly signals are easier to act on than late ones

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See what shapes satisfaction, expectations and belonging early in employment

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Understand what aligns people — and where experiences start to differ

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Get onboarding insight that supports a shared understanding from day one

Common questions about onboarding surveys

What are onboarding surveys used for?

Onboarding surveys help organisations understand how new employees experience their role, team and organisation in the first months of employment — beyond the introduction programme.

It covers themes such as role clarity, expectations, collaboration, culture, belonging and confidence — factors that influence whether people settle in and want to stay.

Onboarding focuses on the early phase of employment. Engagement surveys typically capture broader experiences later in the employee journey.

Early onboarding insight often provides a valuable starting point for understanding later engagement, development and even offboarding patterns.

Other solutionsMeasurement works best in context — explore related solutions