# New Hire Onboarding Feedback Survey Template

> The end-of-ramp survey that tells enablement what to fix in the next cohort's onboarding, straight from the people who just lived it.

Free template for sales leaders. Topic: [Onboarding & Ramp](https://www.peerlab.ai/library/topic/onboarding-ramp/). Published by PeerLab in the [Sales Enablement Resource Library](https://www.peerlab.ai/library/). Source: https://www.peerlab.ai/library/new-hire-onboarding-feedback-survey-template/

## How to use it

Send as a form (Google Forms/Typeform) at day 60 or day 90 of every cohort, then fill in the enablement scoring table to compare trends and commit one concrete onboarding change before the next cohort starts.

## What's inside

- Section A, Pre-boarding & first impressions (4 questions)
- Section B, Training content quality and pacing (5 questions)
- Section C, Manager & buddy support (4 questions)
- Section D: Confidence by skill area, week one vs. now (5 ratings)
- Section E, Overall ramp timeline + recommend-to-a-friend question
- Enablement-only scoring and cohort-trend summary table
- Top-3-themes and committed-change fields for closing the loop

**When to send:** End of ramp: typically day 60 or day 90, once the new hire has run real calls independently.
**Format:** 1–5 scale unless noted (1 = Strongly Disagree, 5 = Strongly Agree). Anonymize by cohort, not by individual, if you want candor.

## Section A, Pre-boarding & First Impressions
1. I felt informed and prepared before my first day. (1–5)
2. The paperwork/logistics process was smooth. (1–5)
3. I knew who my manager and onboarding buddy were before I started. (1–5)
4. Open text: What's one thing that would have made your first week smoother?

## Section B, Training Content
5. The training content was relevant to what I actually do day-to-day. (1–5)
6. The pace of training matched my ability to absorb it (not too fast, not too slow). (1–5)
7. I had enough hands-on practice (roleplay, shadowing, live reps) before being expected to perform. (1–5)
8. The tools/systems training (CRM, dialer, etc.) prepared me to use them confidently. (1–5)
9. Open text: Which part of training was most valuable? Which part would you cut or shorten?

## Section C, Manager & Buddy Support
10. My manager checked in with me regularly during ramp. (1–5)
11. My onboarding buddy was genuinely useful. (1–5)
12. I felt comfortable asking "dumb questions" during my first month. (1–5)
13. I received specific, actionable feedback on my calls/work, not just "good job." (1–5)

## Section D: Confidence by Skill Area
Rate your current confidence (1–5) in each, and compare to how you felt in week one:
14. Discovery / qualifying conversations
15. Handling objections
16. Product/domain knowledge
17. Navigating internal tools and process
18. Understanding how my role ladders up to company goals

## Section E, Overall
19. Looking back, I felt "ramped" and productive by day: [30 / 60 / 90 / still ramping] (select one)
20. I would recommend this onboarding experience to a friend joining in my role. (1–5, or 0–10 NPS-style)
21. Open text: If you were redesigning onboarding for the next cohort, what's the one change you'd make?
22. Open text: Anything else you want enablement or leadership to know?

## For Enablement: Scoring & Action Summary
*(Complete this after each cohort, not shown to respondents)*

| Section | Avg Score | Cohort Trend (vs. last cohort) | Action needed? |
|---|---|---|---|
| Pre-boarding | | | |
| Training Content | | | |
| Manager/Buddy Support | | | |
| Skill Confidence | | | |
| Overall (NPS-style) | | | |

**Top 3 recurring themes in open text this cohort:**
1.
2.
3.

**One change committed for the next cohort:**