No need to provide unlimited vacation time or go crazy with perks (though your workforce probably wouldn’t mind)—just help your team members cultivate close relationships at the office. Research shows that having a best friend and/or mentor at the office can make employees significantly more engaged and increase retention. Want your new hires to be ? Then read on!
In fact, Millennials who report planning to stay with their company for at least five years are, according to Deloitte. If you don’t already have a new hire mentorship program in place at your organization, this is your wakeup call! Use this guide to create a buddy appointee program that transforms your freshest employees into the next generation of company superstars.
When it comes to choosing the right buddy for your new hires, we’ll tell it like it is: not everyone is mentor material, and picking the wrong person to train your newest talent is sometimes worse than.
How can HR managers separate the wheat from the chaff? People who make the best mentors tend to be:
For next-level partnerships, try to pair up employees who may not necessarily connect on their own. For instance, encourage anbetween an inexperienced Gen Z team member and a tenured Baby Boomer to create a more cohesive workforce that bridges generational divides.
Deciding who to trust with your fledgling employees is just the first step in creating an effective onboarding program. Next is setting expectations for your buddy appointees so they know what their role entails and how to be successful. Some checklist items for your team of trainers include:
Feel free to create a comprehensive checklist like the one above, breaking it down into daily or weekly milestones. Then, include the document in their training packet to standardize and streamline the onboarding process.
Simply handing your dream team the checklist after a brief explanation will not make them successful. Create a special program to fully develop your buddy appointees and they, in turn, will be able to provide the best experience to your latest team additions.
Tip: If you need some help with creating a specialized program to train your “cultureboarders,”. We can craft a unique onboarding process based on your needs, employees, company, and !
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.
For instance, have new employees take a brief, anonymous survey on day one answering questions like “How prepared do you feel for your role on a scale of 1-10 (10 being ‘completely prepared’)?” and “On a scale from 1 to 10, how excited are you to come to work every day?” Then, give new hires the same survey after the first week or month and compare ratings. Do team members feel? If not, where are you going wrong?
Include free-form boxes in surveys so employees can write comments and make suggestions, and don’t forget to survey mentors as well—not just mentees—to get a 360-degree view of your cultureboarding program’s success.
Learn everything you need to know about creating the perfect new employee training program—!
We break down exactly how to engage employees throughout their first year and ensure that they become productive, positive additions to your workforce!