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90-Day Onboarding Survey Template

This 90-day onboarding survey template helps new hires and managers prepare for the transition to ongoing work and development. It asks about responsibilities, decision-making, feedback, and remaining training needs so you can agree on expectations for the next three months.

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This 90-day onboarding survey template helps new hires and managers prepare for the transition to ongoing work and development. It asks about responsibilities, decision-making, feedback, and remaining training needs so you can agree on expectations for the next three months.

When to use this 90-day onboarding survey

Share the survey near the end of your planned onboarding period. Some employees will be ready to take ownership of regular tasks; others will still be learning parts of the role. Ask about both experiences without assuming everyone follows the same timeline. Keep the review separate from a formal employment decision. When you want to understand the wider workforce beyond new hires, our employee engagement survey template serves a different purpose.

8 questions for your 90-day onboarding survey

Start with these questions and adapt them to your audience. Every field is optional. Where answer choices are listed, respondents choose one.

Respondent introduction:
Please reflect on your first three months and the support you need next. This questionnaire prepares a conversation about onboarding and ongoing work. You may skip any question.

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A little feedback. A clearer picture.

Explore this 8-question example at your own pace. Every question is optional.

SurveyLegend demo Question 1 of 8

90-Day Onboarding Survey

01 Which ongoing responsibilities do you now understand best?

Share your answer, or skip this question.

02 How clear are the results expected from you during the next three months?

Choose one answer, or skip this question.

03 How clear is the boundary between decisions you can make and decisions you should discuss first?

Choose one answer, or skip this question.

04 Do you have an agreed way to get feedback after the onboarding period?

Choose one answer, or skip this question.

05 Which part of your role still needs more training or supported practice?

Share your answer, or skip this question.

06 What has been different from the role you expected when you joined?

Share your answer, or skip this question.

07 What should we introduce earlier for the next person joining this role?

Share your answer, or skip this question.

08 What would you like to work toward next, and what support would help?

Share your answer, or skip this question.

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How to customize your 90-day onboarding survey

Include the role, review period, and the responsibilities already discussed with the employee. Keep the questions about ongoing support even if the onboarding schedule is ending. Replace general development language with the next realistic opportunity, such as supported practice on a new task. Explain who can access the answers and how they will inform the check-in. If you also conduct a formal appraisal, explain its separate process rather than combining the two silently.

Printable 90-day onboarding survey template

Use this printable 90-day onboarding survey template for a three-month review conversation. It gives employees space to reflect on responsibilities and future support before the meeting. Offer the paper form alongside your SurveyLegend questionnaire for people who prefer to write their answers.

Download 90-Day Onboarding Survey Template (PDF)

AI prompt for a 90-day onboarding survey

Create a 90-day onboarding survey in SurveyLegend with questions about ongoing responsibilities, feedback, development, and the transition from onboarding.

The full prompt below includes all 8 questions and their response settings. Copy this prompt into an AI assistant to draft the questions. Review the draft, then build and customize the survey in SurveyLegend before sharing.

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Copy the prompt into an AI assistant to draft the questions, then build your survey in SurveyLegend.

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Plan support beyond the first three months

Look for differences between having a responsibility assigned and feeling clear about what it involves. Use examples from the employee's work to explore those differences. Agree on a manageable next objective and name the support available. At the program level, group suggestions about what onboarding should introduce earlier or cover differently. A positive overall experience does not prove job competence, and a request for more support is not a failure.

Frequently asked questions

Is a 90-day onboarding survey a probation review?

No. A 90-day onboarding survey gathers feedback for planning. It does not determine probation outcomes or replace your organization’s review process. Keep employment decisions and their criteria separate from onboarding feedback.

What should happen after the survey?

Discuss the answers with the employee, confirm ongoing responsibilities, and agree on the next development step. Carry unresolved setup or training issues into the support plan rather than closing them simply because three months have passed.

Should I repeat the earlier onboarding questions?

Repeat a small number only when you need a meaningful comparison and can preserve the wording. This version adds a different task: planning ongoing ownership and development after the introductory period.

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