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Hiring and retaining qualified employees is hard work. To do it well, it takes time and resources. The final thing that organizations want is to spend time and resources finding an incredible worker only to have them quit days, weeks, and even just a few months later.
It jogs my memory of a survey I read from Korn Ferry just a few years ago. 98% of executives surveyed said that onboarding programs were a key think about worker retention. An ideal addition to the corporate’s onboarding process is a brand new hire buddy program.
I recently shared with you a series of articles about buddy programs. Today I desired to bring all of the articles together in a single place for simple reference. I hope you’ll find it helpful and share it together with your organization.
What’s a Recent Hire Buddy Program and 4 Reasons You Should Have One
We all know that onboarding programs help recent hires find out about their recent role and get set-up for fulfillment. Recent hire buddy programs will help with conveying information and constructing relationships. And that’s to not say the organization (and the buddy) don’t reap any advantages from a buddy program. Like mentoring programs, not only does the mentee learn however the mentor does too. The brand new hire advantages from this system and so does the “buddy” – and the organization.
5 Things to Know Before Implementing a Buddy Program
Onboarding programs do two things: 1) welcome the brand new hire to the corporate and a couple of) provide the tools for the brand new hire to achieve success. On some level, giving employees the tools they have to be productive on the job is straight-forward. Then again, while it’d sound easy, the welcoming part might actually be tougher. Firms need to make a decision what welcoming looks like.
3 Activities to Include in a Recent Hire Buddy Program
The role of a brand new hire buddy isn’t to interchange the responsibilities of HR, training, or the worker’s supervisor. Slightly, it’s to assist the brand new hire with 1) acclimating to the work environment and a couple of) sharing informal information concerning the organization that’s probably not written down anywhere.
Evaluate the Success of Your Recent Hire Buddy Program
Measuring the outcomes of your onboarding buddy program doesn’t should be difficult or complex. But it surely does have to occur. Checking in with the important thing stakeholders allows organizations to ensure that everybody involved in this system is seeing the outcomes they need. And using a mixture of quantitative and qualitative methods translates into feedback that each one groups will find useful.
Recent hire buddy programs could be that extra activity that helps employees feel more connected to the organization and their work. I’m not only talking concerning the recent hire. The person assigned the buddy role can learn and grow from the activity as well. And so they can take those learnings to coworkers.
Organizations often have unwritten rules and traditions. I’m not criticizing the practice, just stating the fact. Recent hires need a method to find out about these unwritten practices to acclimate successfully. And let’s face it … a brand new hire won’t wish to go to their manager (or HR) to ask. A buddy will help a brand new worker learn concerning the unwritten rules. That has an incredible amount of value.
Image captured by Sharlyn Lauby while grabbing a bubble tea at Kung Fu Tea in Gainesville, FL
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