Fast Track

Fast Track is a data-driven tool that shows how well your new employees are settling into your organization.

The tool measures the overall onboarding experience — not just whether the processes have been completed, but whether the new employee actually feels connected, confident, and ready to contribute to the organization.

Fast Track consists of 25 research-based questions answered by the employee. The module translates the responses into an index ranging from 0 to 100, complemented by insights across six dimensions that together define a successful onboarding experience. The index indicates how quickly your new employees are being onboarded.

The tool reveals how your onboarding is truly performing. It highlights patterns showing where new employees thrive and where they lose direction. This makes it possible to take targeted action precisely where onboarding falls short — creating measurable improvements in engagement, well-being, and retention.

On the Fast Track tab, you can add employees to your Fast Track survey. Before adding them, you have the option to preview the questions included in your Fast Track. In addition, you’ll find detailed Fast Track statistics, an overview of participants, and settings for your Fast Track.

If you’d like to see a preview of the questions that will be sent to your employee(s), you can click Preview Fast Track before you add it:

To add one or more employees to your Fast Track, you can either click “Start Fast Track” on the dashboard or “Add to Fast Track” in the Fast Track tab:

When you click Add to Fast Track, a new window will open where you first need to decide whether you want to create a standard send-out or an advanced send-out distribution:

For a Standard send-out, you simply need to select the employee(s) you want to add to the Fast Track survey, as well as the start date. Then click “Save and close”, and the Fast Track will start based on your standard settings. You can read more about the settings for your standard setup later in this article.

If you choose an Advanced send-out, you’ll have the option to change the settings for your Fast Track, before you send it. You have the options to change:

1) Follow-up surveys, which allow you to automatically send out Fast Track to the employee x days after their initial Fast Track.

This feature makes it possible to see whether the employee’s responses change over time — for example, during their first year — and to identify areas where the company may need to take action to improve onboarding.

2) The option to set up a deadline for the employee’s Fast Track. Once the Fast Track survey has expired, it will no longer be possible to complete it:

3) If a deadline has been set for the employee’s Fast Track, you can choose when a reminder should be sent to prompt them to complete their Fast Track:

4) Finally, you can set up an additional reminder and choose when it should be sent to the employee:

The settings for your standard Fast Track survey can be adjusted on the main page of the Fast Track tab, under Settings:

Here, it is also possible to customize the email your employees receive when they are added to a Fast Track survey:

Using #, you can insert variables into the text, which will automatically be populated with information from the employees data card and your organization.

Remember to click “Save changes” to save your edits.

It is possible for HR, managers, or others to receive a notification when an employee completes their Fast Track survey. These notifications can be set up under Settings > Notifications.

Read our article about notifications for more detailed instructions on how to create them.

Under Participants, you get an overview of your employees’ responses. Here you can see their individual scores and how many Fast Track surveys they have completed individually.

You can also click to view the employee’s Fast Track report:

The report shows the employee’s responses at a more detailed level. It highlights which dimensions the employee feels well onboarded in, and where they might find things more challenging. The report also highlights talking points that managers or HR can use in connection with improving onboarding

Under the index, you can see how the employee ranks across the six dimensions. It is also possible to compare the employee score with the company average:

Based on the index placement, talking points are presented that you can focus on to improve the employee’s index score. The three lowest and the highest scores are shown, so it’s easy to have a conversation with the new employee without going through every response. For example, if the employee scores low on understanding company rules, the system provides examples on how to approach this topic with the employee to better address onboarding challenges.

After the discussion points, it is possible to see the employee’s answers to individual Fast Track questions. Based on these responses, an action plan can be created — for example, to improve teamwork due to a low engagement score.

It is also possible to export the dialogue report as a PDF (and optionally save it to the employee’s profile).

On the Insights page, you will find Fast Track statistics.

Company index is based on the average of Fast Track scores in your company over the past 12 months.

Global index shows the Fast Track index as a benchmark across all industries, allowing you to see where you stand relative to the global index.

Industry index shows the Fast Track index benchmark within your specific industry.

Below is a table providing an overview of what the Fast Track score means:

Onboarding categories: Gender

In the spider chart below, shows your onboarding index segmented by gender across onboarding dimensions. Thias helps identify potential differences in onboarding experiences between gender. (The statistics come from the system field “Gender” in your employee records).

Onboarding dimensions:

It is also possible to view the average index across the six dimensions. This gives an overview of where the company would benefit most from intervention. In the example below, you would focus on the dimensions “Rules” and “Competencies”, as these have the lowest indices.

Onboarding curve:

The onboarding curve shows how your onboarding index evolves over time, compared with the same industry and all other industries. In the example, onboarding dips around 2 months and peaks after approximately six months. Companies can use this information in their onboarding strategy and provide relevant onboarding material during this period.

Dimensions of the onboarding curve:

The same information is shown in the onboarding curve below, broken down by the six dimensions.

Onboarding risks:

This table shows the index in decile groupings, giving an overview of what percentage of employees fall into each decile. The red frame indicates the danger zone, blue shows your data, and gray represents global data.

Onboarding categories: Organization

The graph shows the onboarding index by department. You can see which department performs best in onboarding and which performs worst. HR can use this information to focus specifically on departments that need support. The highest-scoring department is at the top, and the lowest at the bottom.

Onboarding categories: Age

At the bottom, the index is broken down by age. This gives an overview of which age groups are easiest to onboard.