New Hire Feedback: Getting Feedback From New Employees (2023)

New Hire Feedback: Getting Feedback From New Employees (1)You’ve extended the job offer and prepped your orientation process. Now all that’s left is for your new employees to get started.

But how do you know that your onboarding program is working? Simple. Ask them!

New Hire Feedback: Getting Feedback From New Employees (2)

Feedback isn’t just constructive criticism and instruction from the top down. Feedback should be a two-way street and that goes for new employees too. Get their feedback on how things are going right from the start so you can ensure each new hire has the resources they need to succeed and a great experience from day one.

Below we’ll cover why new hire feedback is important and break down the first six months of onboarding and how you can gather (and provide) constructive feedback along the way.

  • The importance of asking for new hire feedback
  • New hire feedback roadmap

The importance of asking for new hire feedback

Employee engagement is the highest for new hires (compared to all employee tenure groups). This is likely due to newer employees receiving abundant attention, developing new relationships, and encountering what seems like limitless potential for growth and success.

However, the new hire honeymoon period can quickly fade if employees are left alone to figure out workplace policies, role expectations, or even basics like the location of the nearest restroom or where people tend to eat lunch.

Having an onboarding roadmap sets new employees up for success and can elongate the happy honeymoon period. A critical part of this onboarding roadmap is ensuring new hires receive and can ask for feedback along the way.

(Video) The secret to giving great feedback | The Way We Work, a TED series

Yet, no matter how much preparation you’ve done, you can’t predict what every new hire will need or experience when they start working with you. Feedback helps us know if we’re doing something right or wrong, which is especially important to new hires as they navigate through all things new.

In other words, gathering and acting on new hire feedback can help you:

  • Identify and address questions, concerns, or confusion new employees may have
  • Uncover gaps or barriers in the onboarding process
  • Track and measure new employee engagement over time
  • Improve the onboarding process and employee experience from the start

New hire feedback is crucial to unlocking a better employee experience, improving performance and retention, and boosting overall employee engagement.

New hire feedback roadmap

The first six months of an employee’s tenure can set the foundation for their long-term experience with your organization. Get the most of your onboarding time (and set your new hires up for success) with the following new hire feedback roadmap.

New Hire Feedback: Week One

Week one is the orientation period where new employees are just getting their bearings.

After the first week, you want your employees to:

  • Know what is expected of them and how they fit in
  • Feel comfortable reaching out to others with questions
  • Have the tools and resources they need to do their jobs
  • Learn the benefits, perks, and policies of the organization
  • Understand the organization’s mission, culture, and core values

Gathering feedback around these key areas will help you uncover gaps in your orientation process and identify specific needs your new hires may have. By communicating on these issues early on, you can improve your new employees’ first impressions and iron out wrinkles before they become bigger problems.

Use the following best practices to gather feedback during the first week of onboarding:

Introduce your feedback culture.

Don’t wait to start building feedback into your employee experience. For instance, make sure your new hires know both the formal ways your organization collects and provides employee feedback (e.g., employee engagement surveys, quarterly one-on-ones between managers and employees, bi-annual 360’s) and informal opportunities (such as “open door” policies and the ability to ask peers for feedback at any time). Take time to introduce any feedback software, as well.

(Video) How do you get feedback from new hires and the internal team about the onboarding experience?

Review your most recent employee engagement survey results with new hires, including what the team and organization are focusing on as a result. This signals that employee feedback is valued and is part of the everyday culture.

Check-in frequently.

New employees should have constant opportunities to ask questions in this time frame. It’s a good idea for managers to deliberately schedule time with each new hire once per day to address questions, provide guidance, and help a new employee continue to calibrate to norms.

Incorporate peer shadowing.

Create opportunities for new hires to shadow peers. Provide shadowing opportunities with both tenured and somewhat newer employees, if possible, so they can share their experiences. Peer shadowing is a great way for new employees to get comfortable with your team processes and ask questions and get feedback as they go.

New Hire Feedback: Month One

As new employees ease into their regular day-to-day routine, they will typically require more touch points with consistent, open dialogue from their managers to minimize uncertainty.

After one month of tenure, your employees should feel:

  • Confident they can do what is expected of them and understand their job responsibilities
  • They have been given enough time to learn what is necessary to meet expectations
  • Comfortable communicating work-related concerns to their manager

At this point, gathering feedback should be a consistent, built-in process. During the first 2-4 weeks, managers should:

Formalize one-on-one meetings.

New employees should continue having regular check-ins with their manager to tackle any orientation confusion or barriers. Schedule recurring one-on-one meetings with new hires so these conversations are prioritized and planned for.

Gather and provide feedback.

To promote a culture of feedback, managers should solicit feedback from new employees early and often. It’s never a bad thing to ask your new hires: Is there anything more we can be doing to help you onboard? Do you have what you need? Do you need anything more from me?

But feedback is also a two-way street, remember? In addition to soliciting feedback from your new hires, check in regularly to provide constructive feedback and instruction. This will allow you to address whether they’re on-pace with learning, prioritizing the right things in their onboarding, and aligning with the organization’s and team’s expectations and values. Continue to help your new employees orient to expectations and accountability by emphasizing what happens after feedback is given.

(Video) How New Employee Feedback Tool Plans to Monetize

Introduce peer feedback.

Peers should feel comfortable providing new employees with feedback, whether it’s related to performance or noticing that a new employee may not be aligned with the organization’s or team’s values. This is a great reason to make sure your feedback software has solicited and unsolicited feedback options.

Coach your team on how to give and receive feedback so that all parties feel comfortable giving and receiving effective feedback. This will help build a culture of trust among team members as they support each other's efforts to succeed.

New Hire Feedback: Month Three

A few months in and your new hires are getting more settled in their roles. As they adjust, new employees should:

  • Be comfortable talking with coworkers about topics unrelated to work
  • Understand how their performance is measured
  • Feel they fit in well with the team and their job role
  • Know where to find the information they need to do their job

Make sure your new hires are meeting these benchmarks by providing timely and relevant feedback on their job contributions, with an increasing level of feedback from their peers.

Give regular feedback and recognition.

Employees at this stage may be performing the day-to-day duties of their job, but that doesn’t mean they are doing everything perfectly. That’s OK! They are new, after all. Receiving constructive feedback from a manager is necessary for new hires to grow and develop. (Plus, research found that employees want more feedback than managers are giving.) But don’t forget to call out the good as well.

For example, when you see a new hire implementing feedback you’ve given, reinforce those behaviors by giving them positive feedback. When you see them doing great work, use your organization's recognition tool to publicly applaud their efforts and success.

Ramp up peer feedback.

Peers, too, should continue coaching new employees, because they often have a front-row seat to a new employee’s behaviors and work process. This allows for in-the-moment feedback, when it’s most powerful.

New Hire Feedback: Month Six

By six months in, your newest employees should be feeling comfortable in their work and within their team. As you gather and review feedback, pay attention to the following benchmarks:

Employees should:

(Video) Managing feedback in the employee onboarding process

  • Feel accepted by, and that they can rely on, their coworkers
  • Know their coworkers are committed to the organization’s goals
  • Understand team goals and accountabilities
  • Have the information to do their job well

At this stage, your feedback process should rely more heavily on peer-to-peer feedback, strong one-on-one conversations, and an annual employee engagement survey.

Include new hires in peer feedback.

As new employees start to feel and behave as tenured employees, feedback shouldn’t drop off. However, this is also a great time to increase new employees’ contributions to peer feedback.

For example, employees six months into their tenure should start taking part in 360 feedback.

This positions them to give feedback to others, as well as to receive feedback—reinforcing your feedback culture and giving you valuable insights into the perspectives and experiences of both new and tenured team members.

Maintain regular one-on-one meetings.

One-on-one’s between managers and employees should continue throughout their tenure. Having consistent opportunities to discuss performance, career development interests and opportunities, and engagement barriers is something that even your most tenured employees should consistently take part in.

Use the G.O.O.D. template, structured around Goals, Obstacles, Opportunities, and Decisions, to keep your one-on-one’s focused and productive.

Measure employee engagement.

Even if your organization has a feedback culture that allows employees to give or receive feedback at any time, an annual employee engagement survey provides a formal opportunity to capture feedback about what new hires (and all employees) feel is working effectively in the workplace and what may need to improve. When everyone—leadership, managers, and employees—takes action on the results, the organization’s entire population is subsequently using feedback to improve.

Following a clear new hire feedback roadmap will help you build feedback into your team culture. Keep your new hires engaged and on track by regularly gathering and acting on their feedback from day one. In need of a new hire ideas for your organization? Download our 50 Creative New Hire Orientation Ideas for HR Leaders.

New Hire Feedback: Getting Feedback From New Employees (3)

(Video) Bullseye Hiring: Why New Hires Need Feedback During Their First 90 Days

Published January 12, 2021 | Written By Anne Maltese

FAQs

New Hire Feedback: Getting Feedback From New Employees? ›

New hire feedback roadmap
  • Know what is expected of them and how they fit in.
  • Feel comfortable reaching out to others with questions.
  • Have the tools and resources they need to do their jobs.
  • Learn the benefits, perks, and policies of the organization.
  • Understand the organization's mission, culture, and core values.
Jan 12, 2021

How do you get employees to give feedback? ›

5 Smarter Ways to Get Feedback From Employees (That Don't Involve a Heated Exit Interview)
  1. Show Interest. The best way to get candid feedback from your team is to create a culture of open and honest communication. ...
  2. Pay Attention to Non-Verbals. ...
  3. Ask for Feedback From Others. ...
  4. Avoid Defensiveness. ...
  5. Own Your Mistakes.
Jun 19, 2020

How do you respond to employee feedback? ›

  1. 1 Don't rush to react, be an active listener. ...
  2. 2 Be appreciative, thank the other person for their feedback. ...
  3. 3 Be genuine, apologize if it's necessary. ...
  4. 4 Summarize the feedback. ...
  5. 5 Take action and make a positive impact. ...
  6. 6 Seek additional feedback, follow up and circle back. ...
  7. 7 Receive feedback with a growth mindset.
Oct 6, 2021

What are some examples of positive feedback for employee? ›

Positive feedback you can give

You've been doing a great job lately. You're so talented at staying flexible on any project, which helps everyone on the team. You have grown so much in your role since starting here. Thank you for your hard work, and let me know if there is anything I can do to make working here better."

What is a new tool used to collect employee feedback? ›

Today, businesses use SurveyMonkey to create predesigned employee feedback templates to gather engagement insights. The tool can analyze survey data and provide information with your management team. SurveyMonkey can also be used to recruit, onboard, develop and retain employees.

What do you say when someone gives you feedback? ›

Some ways you can word your thank you are:
  1. Thank you for noticing, it really makes me happy to hear!
  2. Thanks for noticing, I put a lot of time and effort into that project.
  3. Thanks for taking the time to let me know you feel this way!
  4. Thank you for the positive feedback! It means a lot to know you've noticed me.
Oct 7, 2021

How do you acknowledge feedback? ›

“Thank You for Your Feedback” Quick Response Examples
  1. Thank you for reaching out and providing us with valuable feedback. ...
  2. We appreciate you sending us your feedback. ...
  3. We're so happy to hear from you! ...
  4. It is our pleasure to hear your valuable feedback. ...
  5. We love hearing from you! ...
  6. Thank you for your valuable feedback.

How do you take feedback positively? ›

Here are a few tips to not only absorb those suggestions gracefully, but also leverage them to your advantage.
  1. Recognize Good Intentions. We tend to recoil at the inkling of something that doesn't resemble a glowing compliment. ...
  2. Actively Listen. ...
  3. Ask Questions. ...
  4. Summarize the Feedback. ...
  5. Be Gracious. ...
  6. Follow Up.
Jun 19, 2020

What are some examples of feedback? ›

I believe I would be lost if you weren't in the office, and I'm happy to say that I don't even know if I'm right. Thank you for always being there.” “Actions speak louder than words, and your constant enthusiastic presence breathes life into this organization every day.”

How do you write good feedback example? ›

Here are some examples of specific praise you can use.
  1. This thesis statement is very clear. ...
  2. This paragraph is full of details. ...
  3. Your introduction really grabbed my attention. ...
  4. This transition word is perfect for shifting to the next main idea.
  5. I love how you wrapped up all the main points at the end.
Dec 2, 2010

What should a manager write for feedback? ›

Here's a list of nice things you can say about your manager during a review:
  • 1. " ...
  • "I appreciate the clarity you provide for project tasks" ...
  • "You're very inspirational and give the team excellent motivation to achieve our goals" ...
  • "You're always in a positive mood, which encourages me to have a positive attitude"

How do you politely ask for feedback? ›

6 steps to giving effective feedback
  1. Ask for honesty. Encourage the people you ask for feedback to be helpful over nice. ...
  2. Be specific and timely. ...
  3. Listen to learn. ...
  4. Ask clarifying questions. ...
  5. Take notes. ...
  6. Commit and follow up.

How do you motivate feedback? ›

Here are seven tips on giving feedback in a healthy way that motivates employees to improve.
  1. Strike a professional tone. ...
  2. Emphasize facts not feelings. ...
  3. Watch your words. ...
  4. Be direct when giving feedback. ...
  5. Make it a two-way conversation. ...
  6. Focus on the fix. ...
  7. Balance negative feedback with praise.
Sep 13, 2017

How do you elicit feedback in the workplace? ›

9 Ways to Elicit Useful Feedback with Employee Surveys
  1. Use the Right Technology. ...
  2. Make Questions Direct. ...
  3. Make Questions Objective. ...
  4. Don't Ask Yes/No Questions. ...
  5. Survey at the Right Frequency. ...
  6. Keep the Survey Short. ...
  7. Ensure Anonymity. ...
  8. Cover Important, Relevant Topics.
Apr 29, 2019

What are the 4 types of feedback? ›

There are four types of constructive feedback:
  • Negative feedback – corrective comments about past behaviour. ...
  • Positive feedback – affirming comments about past behaviour. ...
  • Negative feed-forward – corrective comments about future performance. ...
  • Positive feed-forward – affirming comments about future behaviour.
Apr 27, 2022

Videos

1. Employee Revamp! Day 3 | Giving Feedback When Starting A New Job | 🎭
(Venture Anyway)
2. Giving Specific Employee Feedback for Optimal Performance
(Collaborative Solutions)
3. Getting Employee Feedback: Ask for Advice
(Noodle Factory)
4. Provide Employee Feedback with AI - Prompt Building Demo
(RikuAI)
5. Effective Employee Feedback Model
(Gro Up Leadership)
6. The Exit Interview - How to get candid employee feedback.
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