Template Questions
All 9 Check-In Questions
The same nine questions at three milestones — day 30, day 60, and day 90 — so you can track how each new hire's experience evolves. At day 30, Question 1 (role clarity) is most critical: new hires who find the role different from what was described during hiring disengage fastest. At day 60, Question 3 (manager relationship) becomes dominant: manager quality is the single strongest predictor of whether integration succeeds. At day 90, Question 8 (retention intent) is your key signal: a score below 7 at this milestone is a strong predictor that the employee will leave within the next three months.
01How clearly defined is your role and what's expected of you?Scale 1–5
02How well has the onboarding and training prepared you for your role so far?Scale 1–5
03How well is your manager supporting you and checking in on your progress?Scale 1–5
04How well are you getting to know and integrate with your team and colleagues?Scale 1–5
05How well do you have the tools, systems, and access you need to do your job?Scale 1–5
06How well do you understand the company's culture, values, and ways of working?Scale 1–5
07How confident do you feel in your role at this point in time?Scale 1–5
08How likely are you to still be working here in 12 months?NPS 0–10
09Is there anything specific we could do to better support you right now?Open Text
The Three Milestones
What Each Check-In Is Really Asking
30
Day 30
First impressions
Is the role what was promised? Is training in place? Does the new hire feel welcome?
60
Day 60
Building relationships
Is the manager relationship working? Is the new hire integrating with the team? Are they finding their confidence?
90
Day 90
The retention moment
Do they intend to stay? Are they confident and connected? This is your last practical intervention window.
The cost of getting this wrong
Early tenure attrition typically costs 50 to 200% of the annual salary for that role: recruitment fees, interviewing time, lost productivity, and the hidden cost of team disruption. A structured 30-60-90 survey costs minutes to set up and can prevent the most expensive HR outcome a business faces.
Sample Results
Your New Hire Dashboard
After running the 30-60-90 survey across 28 new hires over two quarters at a 120-person SaaS company, manager support scores were the clearest gap across multiple departments. A structured new hire 1-to-1 programme for managers improved Q3 scores and reduced 90-day attrition from 14% to 6% within two cohorts:
New Hire Check-In · 28 new hires · Q1 2026Day 30 and Day 60 combined
—
Role clarity
—
Retention intent
—
Confidence
Role clarity3.8 / 5
Manager support3.2 / 5
Team integration3.9 / 5
Tools and access4.2 / 5
Culture understanding3.5 / 5
FAQ
Frequently Asked Questions
Is this new hire check-in survey template free?
Yes. Free forever with no signup. Up to 100 responses free. Pro ($19/month) allows 10,000 responses and cohort-by-cohort trend tracking across departments and managers.
How is this different from a general employee onboarding survey?
A general onboarding survey is sent once, shortly after joining, and covers the first-week experience. The 30-60-90 framework sends the same survey at three milestones so you can track how experience evolves. Day 30 captures first impressions and friction. Day 60 captures whether the role is going as expected. Day 90 captures whether the new hire feels confident and intends to stay.
What is early tenure attrition and how does this reduce it?
Early tenure attrition is when new employees leave within their first 90 days, before becoming fully productive. It costs 50 to 200% of the annual salary for that role. The 30-60-90 survey catches at-risk employees while there is still time to intervene: a new hire who scores low on role clarity at day 30 can be helped with a direct conversation. One who scores low on retention intent at day 90 is already planning to leave.
Should this survey be anonymous?
No. These surveys need to be linked to specific employees so HR and managers can act on individual low scores. Tell new hires their responses are used to support their integration and improve onboarding, not for performance management. Transparency about how responses are used increases honest participation.
Who should see the survey results?
Individual responses go to HR and People Operations. Aggregated scores by department, manager, and hire cohort are appropriate for leadership and board reporting. Never share individual verbatim responses with a direct manager without the employee's knowledge. The manager relationship question particularly requires careful governance.
Can this be used for remote and hybrid new hires?
Yes. For remote new hires, Q4 (team integration) and Q5 (tools and access) are particularly critical because remote employees face higher barriers to building relationships and are more likely to experience tools problems that go unresolved without visible in-person cues.
What is role expectation alignment and why does it matter at day 30?
Role expectation alignment measures whether the actual job matches what was described during hiring. Misalignment is one of the most common causes of early attrition: new hires who find responsibilities, seniority, or day-to-day work differ from what was promised start planning to leave within the first month. Day 30 is the critical intervention point.
How does this relate to the 90-day probation period?
New hires who score consistently high across all three milestones present a clear case for probation confirmation. New hires who score consistently low, particularly on confidence and retention intent at day 90, may be experiencing problems that need addressing before the formal probation review conversation.
Is this new hire 30-60-90 day survey template free?
Yes. Free forever with no signup required from you or your new employees. Up to 100 responses on the free plan. Pro ($19/month) allows 10,000 responses and trend tracking across cohorts, departments, and managers.
What questions should a 30-60-90 day new hire survey include?
A good new hire milestone survey covers: whether the role matches what was promised in the hiring process, quality of onboarding and training received, manager support and relationship quality, team integration and belonging, whether tools and access are in place, understanding of company culture and values, confidence in the role at this milestone, retention intent, and open feedback. This template covers all nine dimensions.
How is a 30-60-90 day check-in survey different from a general employee onboarding survey?
A general onboarding survey is typically sent once, shortly after the employee joins, and covers the first-week experience. The 30-60-90 day framework sends the same survey at three distinct milestones so you can see how new hire experience evolves. Day 30 captures first impressions and initial friction. Day 60 captures whether the role is going as expected and whether the new hire is building relationships. Day 90 captures whether they feel confident, integrated, and likely to stay.
What is early tenure attrition and how do these surveys reduce it?
Early tenure attrition is when new employees leave within their first 90 days, often before becoming fully productive. It is one of the most expensive people problems a business faces: the cost of rehiring and re-onboarding a failed hire typically runs to 50 to 200 percent of the annual salary for that role. The 30-60-90 survey catches at-risk employees while there is still time to intervene: a new hire who scores low on role clarity at day 30 can be helped with a direct conversation. One who scores low on retention intent at day 90 is already planning to leave.
What is the most important 30-60-90 day survey question?
At day 30: Question 1 (role clarity) is most important. New hires who find that the role is different from what was described during hiring disengage fastest. At day 60: Question 3 (manager relationship) is most important. Manager quality is the single strongest predictor of whether a new hire integrates successfully and intends to stay. At day 90: Question 8 (retention intent) is most important. A score below 7 at day 90 is a strong predictor that the employee will leave within the next 90 days.
Should 30-60-90 day surveys be anonymous?
No. These surveys need to be linked to specific employees so that People Operations and managers can act on individual low scores with direct intervention. New hires are typically told during the survey introduction that their responses are used to support their integration and improve the onboarding experience, not for performance management. Transparency about how responses are used increases honest participation.
Who should see 30-60-90 day survey results?
Individual responses should be visible to HR and People Operations. Aggregated scores by department, manager, and hire cohort are appropriate for senior leadership and board-level reporting. Never share individual verbatim responses with a new hire's direct manager without the employee's knowledge. The manager relationship question in particular requires careful governance: a new hire who rates their manager poorly should be supported through HR, not through a manager conversation triggered by their own survey response.
Can this survey be used for remote and hybrid new hires?
Yes. For remote and hybrid new hires, Questions 4 (team integration) and 5 (tools and access) are particularly critical because remote employees face higher barriers to building relationships and are more likely to experience tools and access problems that go unresolved for longer without visible in-person cues. The open text question is especially valuable for remote new hires who may not have informal channels to raise concerns.
What is manager relationship quality and how do I improve low scores?
Manager relationship quality measures whether the new hire's direct manager is accessible, supportive, and engaged in their integration. Consistently low manager scores across multiple new hires in a team or department indicate a systemic management problem rather than an individual new hire issue. Improve low manager scores through: structured 1-to-1 meeting requirements for the first 90 days, manager training on new hire integration practices, and clear expectations that supporting a new hire's onboarding is a defined management responsibility.
How do I use 30-60-90 day data to improve my hiring process?
Consistently low role clarity scores at day 30 across a department indicate that job descriptions and interview conversations are not accurately representing the role. Work with hiring managers to audit job descriptions, improve interview briefings, and set more realistic expectations in the offer stage. Consistently low culture understanding scores at day 60 indicate that cultural onboarding is inadequate: add structured culture sessions, employee stories, or leadership introductions to the first 60 days.
Can this survey template be used for contract and fixed-term employees?
Yes. For fixed-term contracts and contractors, adjust the retention intent question to reflect the contract length rather than long-term tenure. The role clarity, manager relationship, and tools access questions are equally relevant for contractors who need to integrate and deliver quickly without the same length of structured onboarding that permanent employees receive.
What is the 90-day probation review and how does this survey support it?
Many employment contracts include a 90-day probation period during which the employer assesses whether to confirm the new hire's employment. This survey gives People Operations and managers a structured evidence base for that conversation: new hires who score consistently high across all three milestones present a clear case for confirmation. New hires who score consistently low, particularly on confidence and retention intent, may be experiencing problems that need addressing before the probation review conversation.
What is the difference between new hire onboarding and new hire integration?
Onboarding covers the administrative and informational dimensions of starting a new job: completing paperwork, getting equipment, receiving initial training, and understanding systems and processes. Integration covers the relational and cultural dimensions: building relationships with the team, understanding informal culture and ways of working, finding your place in the organisation's social fabric. This survey measures both: Q2 covers onboarding quality; Q3 and Q4 cover integration quality. Problems with onboarding tend to resolve within 30 to 60 days; integration problems can persist for months and are stronger predictors of long-term retention.
What is psychological safety and how does it appear in new hire surveys?
Psychological safety is whether employees feel safe to speak up, ask questions, make mistakes, and disagree without fear of negative consequences. For new hires, psychological safety is particularly fragile in the first 90 days because they do not yet know the norms. The manager relationship question (Q3) and team integration question (Q4) are proxies for psychological safety. New hires who score these highly tend to ask more questions, surface problems earlier, and recover faster from early mistakes.
How can 30-60-90 day surveys reduce time to productivity for new hires?
Time to productivity is how long it takes a new hire to reach the level of output expected for their role. Systematic 30-60-90 surveys identify friction points that slow time to productivity: role confusion at day 30, unresolved tools or access problems at day 60, or persistent confidence gaps at day 90. Addressing these friction points systematically across hire cohorts reduces average time to productivity over time. Organisations that run structured 30-60-90 programmes typically report 20 to 30 percent faster time to productivity compared to ad hoc onboarding.
How do hiring managers use 30-60-90 day feedback differently from HR?
HR uses 30-60-90 data at the aggregate level to identify systemic onboarding problems, compare new hire experience across departments, and make the business case for onboarding investment. Hiring managers use it at the individual level to understand how their specific new hire is settling in, what support they need, and whether the role is working as intended. Both uses are valid and complementary. The key governance principle is that individual responses should reach managers through an HR conversation, not through direct access to the raw survey data.
Catch the problems at day 30, not at month six
9 questions. Three milestones. Early attrition prevention built in.
Use This Template — FreeNo signup required · Free up to 100 responses · Pro from $19/month