Editor notes: This blog article has been updated on June 20, 2023
It's simple - helping your newest team members cultivate close relationships at the office can increase employee satisfaction by up to 50%. Plus research shows that having a buddy can also significantly improve employee engagement and increase retention.
So what’s the secret to setting up a new hire buddy program that stands out above the rest? Having amazing mentors, of course.
Finding the right mentor |
When it comes to choosing the right buddy for your new hires, not everyone will be mentor material. And picking the wrong person to lead your newest talent is sometimes worse than choosing no one at all.
While finding the ‘ideal’ onboarding buddy will look different for every organization, there are 10 key questions that can help narrow down your search:
Taking the time to answer these questions will help you pinpoint the characteristics you’re looking for and avoid having to re-select a new buddy down the line.
Sell the perks |
Making sure your mentors know why they want to be involved in the program is an aspect you won’t want to overlook. If you’re running a volunteer-based program you’ll want to highlight key incentives of getting involved such as:
Take the time to train |
Don’t be put off by the prospect of training your mentors. Yes, it will take up some additional time but it’s crucial if you want to capture all the benefits of a buddy system. Providing a half or full day course on the role of a buddy, and the responsibilities and expectations will help ensure your mentors feel adequately prepared. It will also set a baseline for all mentorship programs so you know your new hires will receive a consistent level of support.
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Set tasks for buddies |
Your mentors have been chosen, you sold the perks, and you’ve taken the time to train. Next up, you’ll want to set some key tasks for your buddies.
Some standard tasks, to begin with, include:
Tailor your task lists according to your new hire’s needs and leave room for your mentors to add their own flare. Having the freedom to put their twist on the new hire’s first weeks will not only help boost engagement, but it will also make your new hire's experience more authentic and memorable.
How you communicate these tasks is up to you. Use a checklist, set calendar reminders, or better yet – automate everything with onboarding software.
Leverage the power of your buddies with onboarding technology |
Facilitate your buddies to support new hires to the best of their ability with the help of onboarding software. No more sticky notes or verbal reminders to check in, your buddies will have fail-safe onboarding technology to support their mentorship roles every step of the way.
Now you can assign tasks, schedule meet-ups, and set notification reminders for buddies across departments, offices, and even different regions. Keep things personalized and automated for even better onboarding.
Final note: Improving your buddy preparation over time |
Before letting your onboarding buddies out into the wild, so to speak, do one final thing: set up an anonymous review process to assess the strengths and weaknesses of your program. Use a scoring system to identify how prepared they felt, and how engaged they feel with the program, while also leaving a comment section for suggestions. Regular, automated feedback surveys will be the key to continually improving your buddy preparation program.
Learn everything you need to know about creating the perfect onboarding buddy program, download the ULTIMATE onboarding buddy checklist today.