You’ve done it. You’ve navigated the competitive hiring market, found a fantastic candidate, and they’ve accepted the offer. The “Welcome Aboard!” email is sent, the laptop is shipped, and Day One arrives. For you, the task is complete. But for your new starter, the journey is just beginning—and it’s fraught with uncertainty.
Many companies treat onboarding as a one-way street: a process of delivering information. But without a deliberate mechanism for receiving feedback, you’re flying blind. This is especially true for remote employees, who lack the organic, water-cooler moments to ask quick questions or gauge if they’re on the right track.
Ignoring onboarding feedback isn’t just an oversight; it’s a strategic mistake that costs you talent, money, and culture. Here’s why it’s absolutely non-optional.
1. The First 90 Days Are a Make-or-Break Period for Retention
The Problem: Up to 20% of staff turnover happens within the first 45 days of employment. A new hire who feels confused, unsupported, or disconnected in their first few weeks is a high flight risk. They may quietly disengage while starting their job search all over again.
The Feedback Solution: Proactively asking for feedback—”How is your first week going? Is there anything you need that you don’t have?”—signals that you care about their success. It uncovers small issues before they become deal-breakers, dramatically increasing the likelihood they’ll feel valued and stay long-term.
2. Remote Employees Are Navigating an Invisible Maze
The Problem: In an office, a new hire can observe team dynamics, overhear conversations, and easily tap a colleague on the shoulder. For a remote employee, every process, relationship, and cultural norm is invisible. Without clear guidance, they experience what’s known as “procedural uncertainty,” which directly hampers productivity and increases stress.
The Feedback Solution: Onboarding feedback from remote starters is a goldmine of insights. They will tell you exactly where the invisible maze exists: “I didn’t know who to ask about expense reports,” or “The project management tool wasn’t properly set up for me.” This feedback allows you to build a clearer, more supportive remote onboarding playbook for everyone.
3. Your Onboarding Process Has Hidden Flaws (That You Can’t See)
The Problem: Your HR team designed the onboarding process with the best intentions. But is it working? The people who designed it are the least equipped to see its flaws. The only people who can truly assess its effectiveness are the ones going through it for the first time.
The Feedback Solution: New starters are your best consultants for process improvement. Their fresh eyes will identify redundant steps, information overload, and technical glitches. Continuously refining your onboarding based on real feedback transforms it from a boring checklist into a powerful tool for integration.
4. It’s Your First Real Demonstration of Company Culture
The Problem: You might preach values like “open communication” and “continuous improvement,” but if you never ask for a new hire’s opinion, your actions contradict your words. The onboarding period is when cultural beliefs are formed.
The Feedback Solution: By explicitly asking for feedback, you live your culture. You demonstrate that every voice matters, from the CEO to the newest team member. This builds trust and psychological safety from day one, setting the stage for an engaged and open employee.
How to Collect Onboarding Feedback Effectively
Simply asking “Any feedback?” won’t cut it. Here’s how to do it right:
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Time it Right: Don’t wait until the 90-day review. Send a short, anonymous survey after the first week, first month, and at the 90-day mark.
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Ask Specific Questions:
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“Was your technology set up and ready to go on Day One?”
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“Did you have a clear understanding of your first week’s priorities?”
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“Do you know who to contact if you have an IT or HR question?”
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“What was one thing that could have been better about your first week?”
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Create Safe Channels: Ensure anonymity for honest feedback and supplement with casual, one-on-one check-ins with their manager.
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Act on the Insights: This is the most crucial step. Close the loop. If multiple new hires say the IT setup is confusing, fix it and tell them you’ve fixed it. This shows you’re truly listening.
The Bottom Line: Onboarding is a Conversation, Not a Monologue
The “Welcome Aboard!” message is the start of a relationship, not the end of a transaction. By treating onboarding as a two-way conversation, you stop the silent exodus of great talent, you empower remote employees to succeed, and you continuously build a stronger, more adaptive organization.
Don’t let the conversation end after the welcome email. Start listening, and start improving.
