Reference: Onboarding Question Library and Theory References

Peakon’s Onboarding question set enables managers and people leaders to track the impact of transformation and change on employee engagement.

The questions for our onboarding model are based on extensive research, and are designed to give a comprehensive overview of the key events that take place during a typical onboarding process. Consistent with existing Peakon methodology, all questions are supported with the option to leave open-text responses for further insights.

To read more about driver questions in general, see Concept: Driver Questions.

The Onboarding question includes:

Category	Name	Question
Driver	Orientation	In my first week, I have had enough help and support from my colleagues or mentors to begin feeling connected.
Subdriver	First-day communication	I am satisfied with the communications I received about my first day of work, for example, start time, location, travel options, who would meet me.
Subdriver	Providing tools	I am satisfied with the process and time taken to receive relevant tools or equipment, for example, computer, desk space, badge or pass, uniform, telephone, safety tools.
Subdriver	Time with manager	In my role so far, I have had good opportunities to get to know my manager.
Subdriver	Onboarding information	I have been provided with enough information about the process for onboarding me into the organisation and my new role.
Subdriver	Task discussions	I have had a detailed discussion about my expected tasks and responsibilities with my manager.
Driver	Alignment	I have been able to discuss detailed aims and priorities for the future of my role with my manager.
Subdriver	Understanding values	I have been able to access clear and useful information about the organisation's values.
Subdriver	Insight on mission	I have been provided with valuable and relevant information about the organisation's mission and vision for the future.
Subdriver	Role training	I am being provided with useful training that is linked to my role.
Subdriver	Clear objectives	I have a very clear idea of what objectives I will be contributing to over the next few months.
Subdriver	Team structure	I have been able to access useful information about where my team sits in the organisation, and how it relates to other teams/functions/divisions.
Driver	Integrating	I have had helpful discussions with my manager about how my role contributes to the success of my team.
Subdriver	Relevant training	The training that I have received has been useful and relevant to my role.
Subdriver	Manager support	I am getting enough individualised support from my manager.
Subdriver	Performance objectives	I have discussed and agreed on my first set of performance objectives with my manager.
Subdriver	Sense of autonomy	I am satisfied with the amount of autonomy I have in my new role.
Subdriver	Meaningful work	In my first few weeks I have been able to start doing meaningful and interesting work.
Driver	Contributing	In my first few months I have been able to make visible contributions to the activities of my team.
Subdriver	Feedback on performance	I am receiving regular feedback from my manager to help me improve my performance.
Subdriver	Receiving recognition	I feel that my good work so far has been valued and recognised by others.
Subdriver	Utilising skills	The work I am currently doing is making the best use of my skills and abilities.
Subdriver	Access to tools	I have access to the appropriate tools and equipment to do my job.
Subdriver	Rewarding work	I am finding my work both interesting and challenging.
Driver	Thriving	My role regularly gives me a feeling of accomplishment.
Subdriver	Team direction	I have had the opportunity to help shape the direction my team is taking and how we do things.
Subdriver	Meetings with manager	I am satisfied with the number of one-to-one meetings I have had with my manager.
Subdriver	Sense of belonging	I have a strong sense of belonging within [Company Name].
Subdriver	Future development	I have had the opportunity to work on a clear plan for my future development and growth.
Subdriver	Ongoing meaningful work	I feel that my role allows me to do work that is meaningful and has value.

The initial basis of our model was the well known “4C” concept of onboarding (

Bauer, 2010

)* covering:

Compliance

;

Clarification

;

Culture

, and

Connection

.

Later research indicated self-efficacy was also important (

Bauer, 2011

;

Jungert, et al, 2013

)*. From this and our experience of The Psychology of Employee Engagement, we created an expanded and more well-rounded model, adding in a sense of personal value/contribution, and growth and development, in transitioning an employee into a happy, engaged, and high performing worker.

Our new model therefore includes questions based on 6 concepts:

With question concepts developed, it was logical to frame questions across chronological stages, to be deployed in specific timeframes (e.g. week 2, 4, 8, 12, 20) to support typical onboarding processes. This led to the creation of the 5-stage model that appears in Peakon as:

Orientation

,

Alignment

,

Integrating

,

Contributing

and

Thriving

.