Estimated reading time: 3 minutes
We’ve been talking about new hire buddy programs lately – both the advantages of having a program as well as some challenges to consider. Today, I wanted to expand the conversation to some of the activities the organization might want a new hire buddy to do.
Obviously, the specific activities a buddy does will be driven by the industry and job. The organization will also want to coordinate the buddy’s activities with what takes place during preboarding, orientation, and onboarding.
Let me first point out that the role of a new hire buddy isn’t to replace the responsibilities of HR, training, or the employee’s supervisor. Rather, it’s to help the new hire with 1) acclimating to the work environment and 2) sharing informal information that’s probably not written down anywhere.
When I think of a buddy’s role, I would divide activities into three components: introductions, tours, and procedures.
Introductions: Some organizations have designated preboarding activities. I like to think of preboarding as the timeframe after offer acceptance and before the first day. Organizations can use this time to let the soon-to-be new hire know that they’re looking forward to their start. You can also give the new hire an FAQ providing answers to common questions like parking, dress code, etc.
One of the preboarding activities could be for the buddy to reach out to the new hire before they start and say hello – maybe offer to meet them on their first day. This could be very helpful, especially if employees need to enter through a security entrance.
Tours: Many orientation programs include a tour, what the tour might not include is detail. For example, the tour might include the employee breakroom but maybe not the supply cabinet. Or if it includes the supply cabinet, it might not include where to get the key to unlock the cabinet. You get the point. Sometimes there are small things around the office that we just know where they are … but a new hire doesn’t. A buddy can show someone where things are.
Also, buddies could provide tours of their specific work location / department and introduce the new hire to coworkers or individuals they will work with regularly. They might also attend meetings with the new hire and introduce them during the meeting.
Procedures: I want to first draw a distinction here between policies and procedures. I’m not sure a new hire buddy should be interpreting company policy. But they should know proper procedure and be able to answer questions. Again, the goal isn’t for the new hire to replace training and supervision.
This is also a good time to point out that new hire buddies need to know the organization and how to properly get stuff done. The last thing anyone wants is a new hire buddy trash talking the company and showing a new employee how to cut corners. It could make some sense to have a debrief process with new hires and buddies at the end of the program to see how things went and what could be improved in the future.
New hire buddy programs help employees settle in and be successful. They can also be great engagement tools for current employees. But new hire buddy programs need to be designed and communicated well for long term effectiveness.
Image captured by Sharlyn Lauby while grabbing a bubble tea at Kung Fu Tea in Gainesville, FL
The post Activities to Include in a New Hire Buddy Program [Part 3] appeared first on hr bartender.
