Here are some additional survey questions that aren’t part of our best practice templates, mapped to the strategic areas they relate to. Note that the specific language or response options can also be customized to best fit your organization.
Quantum Workplace offers best practice lifecycle survey templates for new hires (including a single-survey approach or a phased approach of surveying new employees several times across their onboarding), exits, and new managers.
These templates are great starting points as you design your lifecycle surveys as they are designed to assess aspects of the employee experience that are important regardless of industry, job type, or other factors. We recommend using those as a foundation as you design your lifecycle surveys. However, it is common for organizations to further customize these surveys to maximize their value.
What talent or business questions do you and your leaders have? Where do you need more insight in order to optimize your recruiting, hiring, onboarding, training, and retention strategies? As you design your lifecycle surveys, ensure you’re including survey questions that can answer what is top of mind for you and your leaders.
Here are some additional survey questions that aren’t part of our best practice templates, mapped to the strategic areas they relate to. Note that the specific language or response options can also be customized to best fit your organization’s unique needs.
Survey Questions Related to Employer Brand & Employee Value Proposition
The following questions can help answer what is most magnetic about your employer brand.
Survey Type: Week 1 New Hire Survey
Question Type: Single-Choice
Survey Question: What is the top reason you accepted our job offer? Select the main reason.
- Competitive pay and/or benefits
- Job role is a good fit
- Company culture
- Company mission or brand
- Opportunities for development and growth
- Other (leave comment)
Survey Type: Exit Survey
Question Type: Multiple-Choice
Survey Question: What was the best thing about working here before you decided to leave? Select all that apply.
- I liked the role I was in
- I liked my team
- I liked my manager
- I was proud of our mission or brand
- Competitive pay and/or benefits
- Other
The following question assesses whether your EVP accurately reflects your employees’ experience.
Survey Type: 30-Day or 60-Day Survey New Hire Survey (or after a new employee has settled in a bit)
Question Type: Single-Choice
Survey Question: So far, compared to what I expected when accepting the job, my experience is:
- Better than I expected
- Similar to what I expected
- Worse than I expected
You can convert responses to a single-choice question to a slice or filter of all survey responses. In this example, doing so would allow you to see which survey items may have less favorable perceptions among those responding “Worse than I expected,” helping you better understand factors that may be negatively impacting their experience.
The following questions assess what percentage of employees are leaving to start a new job, and if so, what attracted them to the new role. This can help assess what may not be magnetic enough about your Employee Value Proposition.
Survey Type: Exit Survey
Question Type: Single-Choice
Survey Question: What is next for you?
- Starting a new job
- Looking for a new job
- Going back to school
- Leaving the workforce (will not be employed)
Using response-based logic, follow-up with those responding with “starting a new job” with:
Question Type: Single-Choice
Survey Question: What is most appealing to you about your new job? What is the top reason you accepted it?
- Higher base pay
- Better benefits or perks
- Better hours/schedule
- More flexibility
- It’s a promotion compared to my current role
- Job role is a better fit for me
- Other (leave comment)
Survey Questions Related to Recruitment & Hiring
The following question assesses whether jobs are accurately described in the recruitment and hiring process and/or whether job descriptions accurately describe how employees spend their day-to-day after initial training and onboarding.
Survey Type: 30-Day or 60-Day Survey New Hire Survey (or after a new employee has settled in a bit)
Question Type: 6-point agreement scale
Survey Question: My role is what I expected it to be based on the interview process.
The following question indicates what percentage of employees could “boomerang” in the future, or depending on your survey’s confidentiality setting, capture specific employees who could be re-recruited in the future.
Survey Type: Exit Survey
Question Type: Single-Choice
Survey Question: Would you consider working here again?
- Yes
- No
- Maybe/I’m not sure
In a confidential survey, aggregate data can still be very valuable! However, if you have a confidential survey but are looking to know who says yes, you can use response-based logic to direct them to share their willingness with your HR or Recruitment team.
Survey Questions Related to Onboarding Experience
The following questions can identify aspects of your onboarding process that may need attention, such as manager responsibilities or technical issues.
Survey Type: Week 1 Onboarding or 30-Day Onboarding (based on when this question makes sense in your onboarding process)
Question Type: Single-Choice
Survey Question: Has your manager met with you to discuss your performance objectives?
- Yes
- No
Survey Type: Week 1 Onboarding or 30-Day Onboarding (based on when this question makes sense in your onboarding process)
Question Type: Single-Choice
Survey Question: Has your manager reviewed your onboarding plan with you?
- Yes
- No
Survey Type: Week 1 Onboarding or 30-Day Onboarding (based on when this question makes sense in your onboarding process)
Question Type: Single-Choice
Survey Question: Did you experience any technical issues during your virtual onboarding?
- Yes
- No
Using response-based logic, follow-up with those who respond “yes” above with:
Question Type: Open-Ended
Survey Question: Do you need any further help or support with technical issues? If so, please explain so we can best assist you.
The following question captures what your newest employees see as the highlight of their experience so far. Based on their responses, how might you ensure these remain highlights of future employees’ experiences?
Survey Type: Week 1 Onboarding or 30-Day Onboarding (based on when this question makes sense in your onboarding process)
Question Type: Open-Ended
Survey Question: What has been the highlight of your experience so far? Describe your favorite experience and why it was a highlight for you.
Survey Questions Related to Retention
The following question helps assess how long employees may be “on their way out” before deciding to leave. This can help determine if retention efforts such as Talent Reviews, 1-on-1 conversations, or Stay Interviews need attention.
Survey Type: Exit Survey
Question Type: Single-Choice
Survey Question: Before deciding to leave, how long had you seriously thought about leaving?
- Less than one month
- 1-3 months
- 3-6 months
- 6 months – 1 Year
- More than 1 year
Survey Type: Exit Survey
Question Type: Single-Choice
Survey Question: Prior to deciding to leave, did you discuss options with your manager that would make it possible for you to stay?
- Yes
- No
It’s recommended that you revisit your lifecycle survey content annually to see if any revisions are needed as your workforce and workplaces evolve. You may need to add or discontinue survey questions or add follow-up questions where you need additional insight (e.g., if someone strongly disagrees or disagrees to “I have the materials and equipment I need to do my job well,” you can prompt them to share what using an open-ended follow-up item). You can make small adjustments to your survey while keeping it active, meaning you can keep historic data.