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Create a Viva Glint onboarding survey

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Microsoft Viva Glint believes that ongoing, frequent communications to solicit and collect employee feedback is crucial to an organization’s success. The Viva Glint Onboarding Employee Lifecycle survey provides data about how a new hire feels about their introduction to your organization and its culture.

Our Viva People Science team continually updates Glint survey templates so that they're always relevant in the current world of work.

Creating a people-centric organization begins with onboarding

We're all new employees at one time or another. We start with excitement for the future, anticipation of challenges to come, and desire for belonging with our new colleagues. With effective people practices, hopes can become a reality, and we can be happy and successful in our new roles. Successful onboarding experiences can increase new hires’ role clarity, social integration, and learning and can subsequently increase performance, retention, and organizational commitment.

Why is onboarding so important?

Research shows it typically takes 12 months for new hires to reach their full performance potential, but many organizations continue to think of onboarding as just a few events. They often focus on orientation only and risk early disengagement and undesirable attrition.

  • 56% of newly onboarded employees are likely to consider changing jobs within a year (Microsoft 2022 Work Trend Index).
  • 30% of new hires have left a job in first 90 days.
  • With the “Great Reshuffle” trend, many people are rethinking where, when, and why they work.

Onboarding feedback creates an opportunity for organizations to rethink their onboarding experience to direct their new hires’ excitement and curiosity to sustainable, positive outcomes.

Viva Glint Onboarding Lifecycle program content

Item Name Item Text
Onboarding Experience Overall, I have had a good onboarding experience.
Role Clarity I clearly understand what is expected of me in my role.
eSat How happy are you working at [Company Name]?
Job Preview My experience so far matches the way the role was described.
Resources I have the resources I need to do my job well.
Role Support I receive the support (coaching, training, etc.) I need to perform my new role well.
Authenticity I feel comfortable being myself at work.
Recruitment The recruitment process was excellent.
Consideration My manager cares about me as a person.
Awareness I know what the different parts of [Company Name] do.
Information I have the information I need to do my job well.
Team Support I can get the help I need from my teammates and colleagues.
Belonging I feel a sense of belonging at [Company Name.]
Self-efficancy My onboarding has given me the confidence to be successful in my role.
Openness I can openly express my thoughts, questions, and ideas without fear of negative consequences.
Barriers What barriers (if any) are slowing you down right now?
Reasons for joining What were the main reasons you joined [Company Name]?

Additional Onboarding Lifecycle items to consider

Item Name Item Text
Growth I have good opportunities to learn and grow at [Company Name].
Connection I feel connected to my colleagues.
Camaraderie I have a good working relationship with members of my team.
Purpose The work that I do at [Company Name] is meaningful to me.
Role My role is an excellent fit with my strengths.
Values My role is an excellent fit with my strengths.
Career Goals My career goals can be met at [Company Name].
Demonstrate Culture People at [Company Name] demonstrate the stated culture and values at work.
Reasons for Joining What were the main reasons you joined [Company Name]?
Additional Feedback What additional feedback would you like to share about your onboarding experience?

Next step

Follow Employee Lifecycle Program Summary guidance to set up your onboarding program.