An effective buddy system in the workplace can help both new employees and your firm. Providing a buddy for your new hire guarantees that they have someone to confide in throughout the first few weeks of their new beginning.
A formal buddy program can develop into an informal knowledge exchange. This article will discuss the benefits of a buddy program, implement a buddy system, and describe a buddy program checklist.
Benefits of Buddy Program for New Hires
Here are some of the benefits of the buddy system:
Helping New Employees Become Comfortable
People may feel nervous about starting a new career! No one has to worry about a new workplace when you have a buddy to guide you through it. Many people find it easier to adjust to a new work environment when greeted with a smile and made to feel welcome.
Making Friends
A study has shown that we are drawn to those who share our values and beliefs. Finding shared connections with coworkers can help us form close working relationships. A sound buddy system comes in handy here.
The buddy system is an excellent way for employees to meet new people and discover things they have in common. Knowing that we have a coworker who understands our odd sense of humor or fixation with Star Trek makes coming to work that much more fun.
Informal Learning
A Buddy program allows recruits to learn on the job by observing and interacting with their more experienced peers. They pick up new skills by chatting with and witnessing their buddy in action. Using this method is a stellar approach to learning.
The 70/20/10 paradigm suggests that social learning accounts for 20% of our knowledge. Therefore, a Buddy program is an excellent way for new employees to build their confidence and skills.
Increase in Confidence
According to research, those who have a work best friend report receiving 43 percent more praise and acknowledgment for their job in the past week. A buddy program allows recruits to openly talk about their progress and receive constructive comments and recognition for their efforts.
In addition, 76 percent of people agree that receiving praise from others is highly motivating. As a result, these motivational speeches and ego-boosts can be just what newcomers need to keep going and progressing.
Increase in Retention Rate
Most people’s favorite professions aren’t the ones that pay well or have a lot of prestige, but the ones that make them feel as though they’re part of a great team. Workplace relationships can create or destroy our happiness.
Having coworkers to hang out with can mean the difference between an employee sticking around and finding a new job. Millennials, who are expected to take over the workforce by 2025, list “pleasant coworkers” as one of their top three job priorities. A buddy program for new hires results in a more pleasant working environment, which aids in employee retention.
Implementing a Buddy System in the Workplace
Here are the steps to implementing a buddy system:
- Decide and document how the buddy program will work, such as purpose, roles, ground rules, duration, and so forth.
- Identify the buddies, confirm that they are willing and able to play this role, and review the buddy process with them.
- Provide a template of topics the buddy should cover with the new employee. The checklist for the same is given below.
- Encourage the exchange of knowledge. Encourage the buddies to share project management expertise with new employees, such as how things work around the organization.
- With the help of the buddy and the new employee, review and discuss the situation. There needs to be an evaluation of the orientation process as a whole to measure its efficacy. It is essential to ask the new employees and their mentors a few follow-up questions to determine that the mentorship program was successful. Use a variety of approaches to assess the buddy part of orientation, including:
- Include new hires and friends who have been through the procedure.
- Invite new employees and friends for a pre-scheduled questionnaire.
- Organize a focus group with a cross-section of new hires and their mentors.
New Hire Buddy Program Checklist
Before the start date of a recruit
- Assign a buddy to the new employee.
HR’s Task
- The buddy should have access to internal materials from the buddy program.
- Make the buddy aware of the new hire’s availability.
As of the beginning date
HR’s Task:
- To start your onboarding buddy program, introduce the buddy to the new hire.
- Remind the new hire’s onboarding buddy to check in with them on their first day and during their first several weeks.
Onboarding Buddy Program
- Make sure to send a welcome note to a new employee.
- Get to know each other in a brief conversation.
- Assist in addressing queries or pointing new hires in the correct direction with daily check-ins.
- Make introductions among teams easier.
- Assess the performance of newly hired employees after one week, three months, and nine months.
Conclusion
Implementing a buddy system in the workplace is not an easy task. It takes time and effort, so proceed with caution. It is, however, inexpensive and straightforward to implement such a program.
First, make sure you have a willing and capable buddy, have less paperwork, and keep upgrading as you add more employees. Finally, to conclude the formal buddy relationship, set an end date and close with feedback from the recruit.
