28 Buddy Program Survey Questions for Effective Feedback

Buddy,Mentee Matching Preferences Survey

Bold key phrase: feedback buddy

Here’s where you and your fellow volunteers step into the limelight as guides for new hires, and this survey helps you shine as the perfect feedback buddy for someone who really fits your style.

You use it to set the stage for precise, happy pairings that feel intentional instead of random.

You’re looking to gather intel such as:

• Which skills your seasoned crew is ready to share

• How much time they have (because email overload is real)

• What mentoring format actually sparks their interest

Here’s the thing: you send this survey right alongside the onboarding survey questions, so both streams of info flow into your pairing system at the same time.

All that spicy data feeds straight into pairing algorithms, tools like SurveyBuddy, or even your old-school spreadsheet if your team is small but mighty.

These questions make sure your feedback buddies aren’t just available, but excited and energized to help:

1. Which core competencies can you confidently coach a new hire on?

2. How many hours per week can you dedicate to buddy responsibilities?

3. Do you prefer mentoring remotely, in-person, or hybrid?

4. Rate your familiarity with the new hire’s target tech stack or workflows.

5. Why are you interested in becoming a ‘feedback buddy’ for incoming talent?

Plus, when you ask them why they want to be a feedback buddy, their answers reveal hidden motivators and surprisingly clever ideas you can sneak into the program.

• Surveys like this encourage buddy volunteers to reflect on their schedules and skills

• You unlock happier pairings, not just convenient ones

• Honest feedback sets expectations straight and helps you avoid “zombie” mentors down the line

On top of that, these surveys help you place everyone in the right role with the right energy from day one.

Using multi-factor mentor,mentee surveys that assess preferences such as communication style, availability, and expertise boosts pairing satisfaction to 70,97% compared to just 30,40% when using manual matching methods source

Early-Onboarding Check-In Survey (Week 1,2)

Bold key phrase: buddy survey

Your new hires are juggling “this is awesome” with “where’s the coffee machine again?” so you roll out the buddy survey, your early-onboarding check-in for weeks 1 or 2.

You use it to catch small snags before they snowball, and to capture fresh, honest first impressions of the buddy-mentee dynamic, whether it feels like instant chemistry or just polite small talk.

The focus here is spotting friction points fast:

• Did your buddy actually reach out?

• Was the early info helpful?

• Who’s meeting who, and how often?

Here’s your go-to buddy survey, perfect for week one:

1. My buddy helped me feel welcome during my first week. (1,5)

2. What was the most helpful piece of information your buddy shared so far?

3. How often are you meeting your buddy? Choose one: daily / 2-3× week / weekly / ad-hoc.

4. Name one resource you still need but haven’t received.

5. Overall satisfaction with the onboarding experience so far. (1,10)

Plus, by tracking frequency and format, you stop buddies from quietly turning into “ghosts,” because you quickly see if meetings fizzled out or a new hire is sitting in radio silence.

• Keep it light, focused and actionable

• This is where course correction happens fast

• You won’t catch all rough patches, but you will dodge disaster

Here’s the thing: a quick, thoughtful buddy survey early on sets the right tone and gives you that all-important program snapshot before anything goes sideways.

Mid-Program Pulse Survey (Week 4,6)

Bold key phrase: surveybuddy

Around week 4 or 6, as everyone settles in, it’s time to reach for the surveybuddy approach, checking your pulse while there’s still plenty of runway to change course.

At this point, you need to:

• Measure progress toward onboarding milestones

• Make sure buddy wisdom actually sticks

• Tweak the plan while there’s time to make an impact

A mid-program surveybuddy moment can clarify what’s working, what isn’t, and whether your new hires feel like they’re marching or meandering toward independence.

Keep your finger on the onboarding pulse

Try questions like these to keep your finger on the onboarding pulse:

1. I understand my key responsibilities because of guidance from my buddy. (Strongly disagree,Strongly agree)

2. Which scheduled buddy touch-point has been most valuable?

3. Rate the clarity of performance expectations you’ve received.

4. Identify one area where additional buddy support would benefit you.

5. If the program ended today, how ready would you feel to work independently? (1,10)

Here’s the thing, feedback at this stage lets you recalibrate the experience.

Maybe your new hire still needs clarity around workflows, or maybe your buddy pairings spark legendary Slack channels.

Turn feedback into fast action

• Respond quickly so mentees feel supported, not stranded

• Use both quantitative scores and juicy qualitative feedback

• Chart milestones to spot “early finishers” or “late bloomers”

With a mid-program surveybuddy check-in, you keep your buddy program dynamic, responsive, and ready to adapt well before the finish line.

A structured onboarding “buddy” program significantly enhances engagement, and new hires who participated reported 65% stronger connections to team culture. Source (newployee.com)

For more inspiration, see these proven onboarding survey questions to boost new-hire success.

Buddy Feedback Survey (Buddy → Program Team)

Here you flip the script: how do the “guides” feel about the program? The buddy feedback survey is your channel for buddies to vent, cheer, or offer pointers.

Here's the thing: your experienced hands know firsthand if mentees are engaged or if your program materials need a glow-up. Plus, they can tell you what is really happening when no one from the program team is in the room.

You’ll want to learn about:

• Mentee initiative and engagement (no more one-sided conversations!)

• Resource gaps that slowed down success

• True buddy workload, not just what’s claimed on timecards

Here are five questions that open the feedback floodgates for your loyal guides:

1. My mentee is proactive in scheduling meetings. (1,5)

2. Which materials or training would have made your role easier?

3. Estimated weekly hours spent on buddy duties.

4. How has serving as a buddy influenced your own job satisfaction?

5. Would you volunteer as a buddy again? Why or why not?

Encouraging this honest buddy feedback keeps your program future-focused and fair. Plus, you can spot overworked buddies, unmet needs, or resource gaps before volunteers vanish, which is a far cheaper fix than recruiting brand-new guides.

• Show appreciation for candid, constructive responses

• Use these insights to evolve both your toolkit and your culture

• Close the loop and let buddies know their input shaped real changes

On top of that, empowering your guides with a real say transforms your buddy feedback from an awkward afterthought to a driver of program improvement. You turn “just helping out” into a meaningful, shared project that buddies want to keep supporting.

Mentee Feedback Survey (Mentee → Buddy)

Bold key phrase: buddy survey

Now it’s your turn as a mentee to speak up, using the buddy survey to share how effective and welcoming your buddy really is.

You want honest answers about:

• How well the buddy explains new systems

• Whether they make themselves available (or pull a disappearing act)

• Memorable moments or support that exceeded expectations

Here’s the thing: this survey is like the mirror image of the earlier buddy feedback, so you get a full 360° view of the experience.

Here are five killer questions to include in your buddy survey:

1. My buddy explains processes in an understandable way. (1,5)

2. Describe one instance where your buddy went above and beyond.

3. Rate your buddy’s availability.

4. I feel comfortable giving candid feedback to my buddy. (1,5)

5. Suggest one improvement for your buddy or the program.

Look for detailed nuggets

You are not just chasing ratings here.

On top of that, you want rich examples of where the relationship sparkled or fizzled, because those stories can fuel training, recognition, and even a few legendary internal myths.

• Give mentees a safe space for candor (hello, anonymity!)

• Balance ratings with detailed stories

• Track improvement ideas for both buddy and overall buddy program

A great buddy survey helps you spot superstar buddies, fix small issues before they snowball, and celebrate wins so loudly that everyone wants in on the next round.

Post-Program Outcomes & Satisfaction Survey (Day 90)

Bold key phrase: surveybuddy

Your buddy relationship doesn’t vanish in a puff of confetti on day 90, but it is a perfect moment to measure the big wins. Enter the surveybuddy, your quick way to dig into satisfaction and real outcomes.

Here’s the thing: this is where you tap into

• Which goals your buddy program achieved (or missed)

• Whether the bond boosted onboarding success

• Concrete suggestions to wow your next round of hires

This survey gives you the foundation for program ROI, long-term value, and how likely your culture is to pull new hires back to the buddy well.

On top of that, you can pin down these essentials with questions like:

1. Overall satisfaction with the buddy program. (1,10)

2. Which onboarding objectives did the buddy program help you achieve?

3. How likely are you to recommend being paired with a buddy to future hires?

4. Identify any gaps in knowledge that still exist.

5. What single change would most improve the next cohort’s experience?

These responses are solid gold for shaping the next iteration of your program, even if no one gets to keep the treasure in a pirate chest.

Plus, you can:

• Mine the answers for both satisfaction scores and “aha!” ideas

• Never ignore a recurring issue; fix it before it grows wings

• Showcase standout buddies with glowing mentee testimonials

A day-90 surveybuddy at this stage is more than “checking the box.” It becomes your roadmap to lasting onboarding success.

Long-Term Impact Survey (3,6 Months)

Bold key phrase: buddy feedback

Now you pull out the crystal ball and see how all those onboarding high-fives paid off over time. The buddy feedback survey at this stage gives you the long-view reality check.

You’re no longer focused on the honeymoon. Instead, you’re digging into:

• Has the former buddy relationship stuck around?

• Do new hires still feel the glow of early welcome?

• Did the buddy program nudge their decision to stick with your company?

A well-timed 3,6 month check-in keeps you honest about real impact. Plus, it stops your program from becoming just a “remember when” story.

Pose these five questions for big-picture buddy feedback:

1. I maintain regular contact with my former buddy. (Yes/No)

2. The buddy program contributed to my decision to stay with the company. (1,5)

3. Rate your sense of belonging within your team.

4. Have you recommended the organization to peers since onboarding? (Yes/No)

5. Would you consider becoming a buddy yourself?

These longer-term nuggets reveal not just stickiness, but also how your program is weaving new hires into your organizational fabric and maybe even recruiting your next wave of feedback buddies. On top of that, you get early clues about who might be your future culture champions.

• Combine quantitative data with open-ended reactions

• Look for trends (like whether ex-mentees pay it forward)

• Track culture-building as a key retention tool

Buddy feedback at the 3,6 month mark is about legacy. Here’s the thing: you are not just checking on onboarding memories, you are building the foundation for your future buddy all-stars.

Best Practices: Dos & Don’ts for Crafting High-Performing Buddy Surveys

If you want your buddy program to pop, build a surveybuddy approach that is equal parts smart, speedy, and delightfully human.

Here’s the thing: you want surveys that spark honest, ongoing conversation without sending everyone into “survey fatigue” territory.

Dos:

• Keep every question tight and clear.
  
• Mix ratings for quick data with open questions for stories.
  
• Time surveys to coincide with natural milestones in your program.
  
• Always share “here’s what we heard” and show concrete changes.
  
• On top of that, experiment with A/B testing on question wording for better engagement.
  

Don’ts:

• Never pile on with redundant or overly complex questions.
  
• Skip insider language or jargon, and stick to plain talk.
  
• Don’t forget to guarantee anonymity when probing sensitive topics.
  
• Avoid slow motion follow-up, because if you do not act quickly on insights, trust fizzles.
  
• Plus, ditch rating scales if you are not balancing them with room for real talk.
  

A high-performing surveybuddy approach, filled with honest buddy feedback and spicy sample buddy details, helps your program avoid just ticking boxes and instead actively wows every participant.

So remember, the right buddy survey at each step turns onboarding from a sleepy orientation into a talent magnet that grows every month, not just on day one, and you get to be the mastermind behind that glow up.