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.

1. Buddy Project

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

4. Who does what??

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