With the majority of American workers reportedly "not engaged" at work, the time to start fostering employee engagement is during employee Onboarding. Instead of waiting for a problem that needs fixing, prevent employee disengagement by setting a new hire engagement goal.

Once you’ve incorporated your engagement strategy into onboarding, the challenge is to figure out how it’s working. Measuring new hire engagement doesn’t have to be a chore — here’s the simple way to evaluate engagement throughout Employee Onboarding.

Meaningful feedback

If feedback isn’t already part of your onboarding program, it’s time to weave this essential element in. With strategic feedback surveys, you’ll gather revealing data to measure new hire engagement.

It’s not as simple as a few employee satisfaction questions at the end of onboarding — a survey can be counterproductive unless it’s carefully designed to gather the exact information you need. Kallidus Perform, the performance management experts for engaged employees, recommends keeping survey takers interested and focused by sticking to a reasonable number of questions that each serve a purpose. Strategic surveying details what is and isn’t working by gathering relevant feedback throughout each stage of Employee Onboarding.

Before delivering surveys, it should be clarified that all answers are confidential. Don’t ask for feedback then leave new hires in the dark. Let them know that their opinions count, explaining how their experiences will be used to make improvements.

5 Core Questions for New Hire Engagement

Ask meaningful, scalable, and time-specific questions with compulsory comments explaining each answer. Don’t overload new hires with questions that aren’t relevant to each stage of the onboarding process. Instead, focus on one area for each survey, prompting new hires to provide insightful feedback. Ask these 5 core questions throughout your new hires’ first 2 months on the job to measure their engagement.

Week 1: How well do you understand the company’s mission and how does your role empower you to contribute to its success?

It’s important to communicate organizational values and strategy to a new hire at the very start of onboarding. Through understanding the company’s mission, new hires can recognize how their personal tasks and projects contribute to the bigger picture. Without a complete understanding of the company’s mission, new hires can’t become fully engaged in working towards it. This survey question will translate whether the mission needs to be better communicated or if an employee’s work isn’t clearly aligning with it.

Week 3: How satisfied are you with your Employee Development Plan?

An Employee Development Plan is fundamental in engaging and retaining employees. Dissatisfaction can mean new hires haven’t had enough say in creating their plan, or that their manager hasn’t put in enough time and effort. Without a solid Employee Development Plan, new hires are doomed to become discouraged and disengaged, unable to envision their future within the company. Tackling employee development issues early on will put new hires on the right path towards engagement.

Week 5: How happy are you with your leaders?

Leadership is a key driver in employee engagement, with managers accounting for as much as 70% of variance in employee engagement scores. Find out if new hires feel their managers are trusting, empowering, and offering the guidance they need.

Week 7: Have you been receiving enough recognition for the work you’ve been doing?

Companies using strategic recognition are 48% more likely to report high engagement.

Recognition for a job well done should start early for new hires, no matter how small the achievement. A bit of recognition can go a long way in terms of confidence and drive to do well. Understand whether new hires are receiving the recognition they deserve, which translates into higher engagement levels.

Week 9: How often are you able to do what you do best?

Engaged employees get to do what they do best everyday. When new hires begin completing tasks and working towards goals, they’ll decide if the new job is enabling them to utilize their skillset. This answer is a leading indicator of whether daily tasks and goals contribute to or detract from engagement.

Turning results into change

Turn your data into game-changing action. Explain survey results to supervisors or managers, discussing the trends in new hire engagement levels and how to boost them. Continuously measure new hire engagement through surveying, regularly compiling and translating data to stay ahead on employee engagement.

Measuring new hire engagement is one step towards taking your employee success to the next level. Want to learn more about how you can use Employee Onboarding to amplify Employee Engagement? Download Sapling’s Essential Guide To Employee Onboarding Success or sign up for a product demo of Sapling below.

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How to Measure New Hire Engagement