Buddy program
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The document discusses establishing a "Buddy Program" to help new employees acclimate more easily. A buddy would be matched with each new employee to assist with cultural integration, provide operational information, and expand the new employee's network. The buddy is meant to help the new employee feel comfortable but is not responsible for their performance, training, or supervision. The program aims to reduce turnover by supporting new hires. Benefits include improved employer branding, early productivity from new employees, and developing a high-performance culture.
Buddy program
- 2. Need for Buddy Program War for talent Heightened expectation of the new associate Increased risk of failure Increased employee turnover rate Dynamic business environment If we spend heavily to acquire the best of the bests then why not make a little effort to get that best out of them……………………
- 3. Why Buddy?? • A Buddy is a great way to accelerate the new employee’s ability to deal with early disconcerting issues • By matching our new employee with a ‘buddy’ – someone who has been in the organization for a while – will not only assist in the cultural integration and orientation but will also help in Employer Branding
- 5. Results
- 6. Is Buddy same as Mentor ,Coach or Guide….. •A Buddy is not a mentor, manager or coach •A mentor assists the individual with his development, both personally and professionally •A Mentor is someone , typically more experienced and senior to the mentee. This relationship is more formal •A buddy is solely involved with providing a one-point access to operationally necessary information
- 7. Who is BUDDY?? • ‘Buddy’ is someone who has worked with the organization for at least an year and is willing to commit a period of at least 3 weeks to help the new employee understand the organizational structure and operation • By providing immediate access to operationally necessary information and process flows , the buddy helps in easy acclimatization of the new employee
- 8. None of the Business of Buddy • The buddy is not responsible for the growth or development of the individual • The buddy will not be held responsible for the new employee’s performance • The buddy will not be responsible to identify the training need and provide the required training • The buddy will not supervise the work of the new employee
- 9. What a Buddy suppose to do…. • Provide new employee with the point of contact for general inquiries regarding day-to-day matters such as the location of different departments, information processing requirements, and relevant organization policies • Help new employees become comfortable in their new job by familiarizing them with the organizational structure and operations • Share the realities of progression within the organization • Expand the employee’s network of professional contacts and easy acceptance in the work group
- 10. Role of Buddy Buddy will involve and support the new employee Explain the groups current thinking and campaigns Buddy can explain the new employees, what makes OUR COMPANY GREAT, and try to initiate the process of developing belongingness for the organization
- 11. Expectations of a new employee form a buddy The new employee seeks…… • General advice • Guidance • Encouragement and support • Positive attitude from the buddy • Shared information is kept confidential • Honest feedback • Clear information • Genuine concern • Assistance in building networks • Ideas to become more effective and productive
- 12. Benefit for the organization • Effective in checking the attrition rate • Helps in smooth and successful transition of the new employee into the organization ,as in M&As , Expatriates or Repatriates • Employer branding • Early productivity from the new joinee • Ensures cultural fitment • Gap analysis and improvement through feedback • Create a benchmark for other companies • Helps in developing a high performance culture
- 13. Benefit for the Buddy
- 14. Benefit for a new employee • Feeling of being welcomed in the organization • Easy acclimatization to the culture of the organization • Avoids initial confusion and insecurity • Early productivity • Easy acceptance by the team or work group • Increased network • Belongingness for the organization • Commitment towards the goals