60 Day Onboarding Survey: Questions and Template

The 30-day survey asks whether the foundations were in place. By 60 days, those foundations should be settled and the questions shift to how the new hire is growing. Are they becoming more independent? Is the feedback they receive helping them improve? Have they found their place in the team? Is the workload ramping up at the right pace?

This is also the window where early enthusiasm can quietly fade if support drops off. A common pattern is that a new hire gets plenty of attention in month one, then feels left to sink or swim in month two. The 60-day survey is your chance to notice that before it turns into disengagement.

Focus the survey on the four themes that define a healthy second month.

• Growing independence: can the new hire complete their core work without constant guidance, and do they feel confident doing so?
• Feedback quality: is the feedback they receive specific, regular and genuinely helping them improve?
• Team integration: do they feel like a real member of the team, included in decisions and comfortable collaborating?
• Workload calibration: is the amount and difficulty of work ramping up at a sustainable pace?

For a broader set of questions to draw from across all onboarding stages, see onboarding survey questions. The 60-day survey pairs naturally with the 30 day onboarding survey that came before it.

Keep the same 1–5 agreement scale you used at 30 days so results stay comparable across milestones, and end with one or two open-text prompts.

Here is a compact survey you can copy and adapt. It runs to about a dozen questions and takes only a few minutes to complete.

1. I can complete my core tasks without constant guidance. (1–5) · 2. I feel confident making decisions within my role. (1–5) · 3. I understand how my work fits into my team's goals. (1–5) · 4. I receive regular feedback on my work. (1–5) · 5. The feedback I receive is specific and helps me improve. (1–5) · 6. I feel like a real member of my team. (1–5) · 7. I am included in decisions relevant to my work. (1–5) · 8. My current workload is manageable. (1–5) · 9. The difficulty of my work is increasing at a comfortable pace. (1–5) · 10. How likely are you to still be here in a year? (1–5) · 11. Where do you still feel you need more support? (open text) · 12. What would help you feel more connected to your team? (open text)

For a ready-made version you can send in minutes, browse the onboarding survey templates. Track progress by feeding favorable responses into the onboarding health score calculator and comparing the score against the 30-day reading.

Each onboarding milestone has a different job. Keeping the focus distinct at each stage avoids repetition and lets you see genuine progress as the new hire ramps up.

See the 30 day onboarding survey for the foundations and the 90 day onboarding survey for the milestone review that closes the onboarding period.

The most valuable move at 60 days is to compare against the 30-day reading. Direction matters more than any single score: a new hire whose confidence and integration are climbing is on track, while one whose scores have dipped since month one needs attention now.

1. 1Compare each new hire's 60-day scores against their 30-day scores to spot the trend.
2. 2Act on any decline in feedback quality or team integration, which are the common second-month weak points.
3. 3Recalibrate workload where the pace question flags overload — early burnout is a real retention risk.
4. 4Look across new hires for patterns; a shared drop in feedback usually points to managers being stretched.
5. 5Follow up with the individual and note what you will change before the 90-day survey.

When you have enough responses, AI analysis can summarize the open-text comments into themes and highlight where sentiment is moving between milestones, so you can act on trends rather than reading every transcript. For the full loop, see the onboarding feedback guide.