#Buddy meaning how to

Capability Development – All businesses want their new hires up and running as soon as possible.Having a buddy demonstrate the nuances through the lens of inclusion activates the adoption of behaviour expectations. Culture is something that needs to be maintained as every new hire is onboarded. We all know the saying – it comes from the top down – and this is true for establishing a healthy culture. It’s built within the everyday interactions of your employees.

Integration into Culture – Company culture isn’t built by scheduling a few lunchtime yoga sessions and enjoying a birthday cake together.Having someone dedicated to showing you the ropes can alleviate any anxiety and avoid the new hire from feeling isolated in those first few weeks – and possibly questioning their employment decision. The benefits of employee onboarding ‘buddies’ are:įeel Welcome – Noone likes to feel like an outsider. When the new hire discusses the onboarding content with their buddy it will give them the opportunity to ask questions but also conveys a sense of familiarity – which is where the magic of connection happens. Just like topic cards, these can be great conversation starters to start connecting. Have a friendly face greet them on day one reinforce the content being received digitally in the onboarding journey to fast-tracks learning & drives connection.Īs humans, we tend to bond with one another when we see similarities in our experiences. Create reminders and tasks to complete for your new hire with prompts for discussion with their buddy. Technology should always be used, where possible, to compliment the human connection in the workplace. Scheduling content to your new hire before day one will continue the engagement from the offer stage, through to their first day. Use various mediums like video, information and tasks. With the use of a digital onboarding platform, you can schedule bite-sized content to go out to your new hire across their journey. Create a buddy checklist, or just use our handy one below.Outline when each task/communication is to be undertaken by the buddy (before day one, on day one, first two weeks, first month, three months or possibly six months).Define clear accountability & define what tasks and responsibilities fall to HR, team leader and the buddy.

Establish a short guide of what being an onboarding buddy is all about (hint: you can take information from this guide).

#Buddy meaning how to

Here is how to create an epic employee buddy program: You only have one chance to make a good first impression. Let’s take a look at some of the critical aspects to consider when building or optimising your Buddy Program. A guide that each buddy can follow to recreate a similar onboarding experience for the incoming new hires. It’s designing a dedicated employee buddy program that aligns with your existing onboarding strategy. It’s not just about assigning a buddy and away you go. A buddy program can cover this gap in the onboarding process by being that point of contact. From cultural quirks and behaviours, procedural familiarity, and relationship building.Įven though a team leader will have tasks to complete with the new hire, they often won’t have the time, or more critically, the relationship, to answer all of the nice-to-know questions. The first 90 days are the most crucial part of a new employee’s journey.

Provide a point of contact (outside of their direct report) in those first few months.

To welcome and integrate them into the company culture.

To deliver ad-hoc organisational knowledge.

The role of the buddy fulfils three aspects of the onboarding process: