Buddy System Rules

Will is a key word here. If someone doesn`t want to be a buddy for some reason, that`s fine. Most employees don`t feel prepared, even after a long onboarding. What is missing? Probably the human factor. Matching systems are proving to be a cost-effective and sensible way to quickly update new employees. Here`s your quick guide to introducing a job shadowing system to your workplace. In today`s detailed guide, we`ll cover every step of creating a matchmaking system for your business. We cover questions such as „What is the matching system?” and „What is an integration buddy?” We`ll share everything you need to know so you can implement your own matching system for new hires, including a handy checklist for each step of the onboarding process. To structure the system, the supervisor and the matched employee must describe what should be covered with the new employee and create a planned schedule or checklist (see Appendix A: Implementing a Matching Program).

As part of the company`s updated onboarding program, a unique matching system was created. This system is based on the principles of communication and technology. Instead of assigning a buddy to each new employee, Buffer uses a three-buddy system with defined roles to help new employees: Microsoft launched a buddy pilot program where respected, high-performing friends helped new employees. The results of the pilot project were promising. 97% of couples who met more than eight times in the first 90 days said this buddy helped increase productivity in their role. It is important to bring the right couples together. One way is to ask newcomers directly what kind of person they would like to have as a buddy. For example, will they prefer someone who is more outspoken or a little more sober, or someone who checks them regularly, or someone who is more practical? This way you will find the perfect match. STEP 2. Identify the boyfriend, confirm that he is ready and able to play this role and review the process of matching with him.

Also, keep in mind that there is an underlying assumption that the new employee will be receptive to the buddy. He is responsible for a successful integration into the organization. The buddy should encourage the new employee to ask questions, be open and willing to learn, share knowledge from previous jobs, and provide feedback on their experience of the onboarding process. Implementing a matching system in your work environment not only offers benefits to the new employee, but can also be valuable to your organization. Providing a friend at work ensures that your new employee has someone to talk to, which is important in the nerve-draining first few weeks of a new job. A formal twinning system can also become an unstructured knowledge exchange. For example, this can lead to a more efficient Project Management Office (PMO) by helping a new project manager update faster and allowing them to bring new ideas and technologies into the existing PMO. When done right, providing a structured transition process leads to better employee retention, especially if it`s part of the first few days at work. If the new project manager has had a positive first experience, they are more likely to feel comfortable in their new role, maintain a confident attitude, and stay longer in your company.

Your new employee will better understand the systems, processes and culture of the workplace, which will result in a faster installation period and ensure that they are productive sooner. This document provides project management professionals with tips and tricks for knowledge transfer between experienced project managers and newcomers to the organization who use a „matching system”. The International Institute for Management Development (IMD) in Lausanne, Switzerland, estimates that companies lose $37 billion a year because employees don`t fully understand their work. According to its white paper, „$37 Billion: Counting the Cost of Employee Misunderstanding,” the IMD calculated that these losses occur as a result of „actions of employees who have misunderstood, misinterpreted or misinterpreted, or who have been misinformed or have no confidence in their understanding.” The purpose of a matching system is to help employees understand their roles and the company they work for, which can significantly reduce these losses. Finally, let`s take a look at some examples of a successful matchmaking system to inspire you to create your own program. Think about how these ideas might work in your organization. The main roles and responsibilities of a buddy are: You must want to be a buddy, but we recognize and thank buddies in town halls, there is also a value rating in the year-end performance review and an amazing buddy goes towards value-based performance goals. This comes from the fact that the company has the integration, which is facilitated by the human resources department and not by the human resources department which is responsible for everything. The buddy can make the new employee feel welcome, answer questions, and help the new person navigate the culture of the organization. This leads the new employee to feel comfortable earlier and achieve a sense of acceptance and belonging. For example, new employees may feel uncomfortable asking questions for fear of appearing incompetent. Buddies can fill the void by making themselves available for questions that new employees may not want to discuss with their boss.

Buddies can also show new employees around, introduce them to others, have lunch with them in the early days, keep lines of communication open, respect confidentiality, and offer encouragement. As a rule, companies select experienced employees to fill the role of buddy. An employee with less than a year of service may be more empathetic or closer to a new employee, but they may not yet have the full breadth of knowledge required because they are still learning. While experienced employees are the best, the buddy shouldn`t be a disgruntled employee or someone who is exactly „two years, three days, and six hours away” from retirement. You don`t want new employees to learn bad work habits or be part of the culture that hurts productivity. If integration is done well, it lays the foundation for long-term success. If your direction is to give the employee a stack of forms to fill out on the first day, you can open up to future problems, and that`s where the matching system comes in.