Buddy Program PPt .ppt

Proprietary and confidential. © 2005 Perot Systems. All rights reserved. All registered trademarks are the property of their respective owners.
www.perotsystems.com 1
October 22, 2008
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……………………
What is the need ?

• Studies have indicated that 30-50% of newly hired executives fail
and leave within 18 months at a fully loaded cost of up to 10X salary!
• Research revealed that those who attended a structured orientation
program were 69% more likely to remain with the company then those
who did not go through the same.
• A 2003 study by Hewitt Associates demonstrating the connection
between effective on boarding and Engagement, revealed that the
companies who had structured on boarding, enjoyed the highest level
of Employee Engagement……
Alarming Data

Organization’s Perspective
• “We have hired a senior person. She should be able
to figure it out on their own.”
New Executive’s perspective
• “I am a smart guy. I need to prove myself and
make my mark as soon as possible.”
Two fundamental Misconceptions

What the company suffers:
• Increased employee turnover in the initial months of
joining
• Diminished productivity
• Reduced employee engagement
• Reduced pride in the organization
• Loss of finance

What the new employee suffers:
• Its tough being a new employee
• They are not too sure what lies behind each door, there are
enough acronyms and buzzwords to fill a book
• A lot of confusion about what is ‘normal’ in the organization
• What is expected out of him/her?
• What’s the company culture?
Not knowing answers to these and similar questions makes every
new employee feel like an ‘outsider’ – at least for a while.
Consequently, the new employee is less confident and somewhat
insecure when it comes to relating to with their colleagues –
seniors , peers or juniors. Not knowing what’s accepted here,
can make the new employee hesitant, and confused in
interpreting the response of others.

• A Buddy is a great way to accelerate the
new employee’s ability to deal with these
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

The organization
delivers
learning opportunities,
resources, tools, etc., to
ensure the new hire is
properly integrated to
impact their
performance.
New Associate
Buddy
Organization
The new hire is responsible
for ensuring that his/her
integration into the new
company is a success by
learning as much as
he/she can, building the
relationships needed, and
ultimately performing to
meet expectations of
his/her new organization.
Facilitates the
acclimatization of
new associate
through informal
relationship
ensuring a cultural
acquaintance
leading to a cultural
fit.

Successful
Onboarding
Efficient
Buddy
program
Easy
acclimatization
of the new
associate at
the job

•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

• ‘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

• 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

• 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
About Perot
systems
Your business
Your network Your job and team
New
Associate

About Perot
systems
Your business
Your network Your job and team
New
Associate
– 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

– Have completed min. 1 yrs with the company
– Accessible to the new employee
– Possess good interpersonal skills
– Acquainted with the new employee’s job.
– Proud of the organization.
– Volunteering to be a Buddy
– A positive role model
– Well acquainted with the organization’s
culture, values and ethics

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

• 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

• Increased visibility in the organization
• Opportunity to be rewarded and recognized
• Increased motivation as served as representative of the
company’s culture
• Enhanced communication and advising skills
• Preparation for higher level responsibilities like that of
a Coach or a mentor
• Increased network
buddy
Coach
Mentor

• 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

• A unique part of Perot systems’ on boarding process is
to assure each new associate has a partner to begin
his/her career with the company. The buddy program
produces special relationship between the experienced
and the new
• This is a great way to welcome a new person and have
them meet you . It’s there beginning of their Perot
systems network and provides lasting values

– Handy deck for buddy
– Guidelines for Buddy
– Proposed buddy policy draft
– Feedback form for the buddies
The buddy Program is proposed to be implemented from the
next financial year i.e. April 2009.

• Feedback form for the new associate
• Buddy Planner
• Process flow

In order to smoothen the implementation of the buddy
program following suggestions can be considered:
• The new joinee’s photo along with the photo of his
buddy can be sent as a splash on the intranet
• A welcome note can be sent by the buddy to the new
joinee along with the buddy’s contact number
• The buddy can arrange a cake with the message
‘welcome to the team’ on the first of the buddy into
their team. This is a great compelling reason to get busy
employee away from their work stations for a while to
chat with the new employee over cake and coffee

• Also if we could introduce a NEW ASSOCIATE
PORTAL or an online link which can serve as a ready
recknor. This will also give a techno-savvy touch to the
whole concept of buddy as well as it will be handy for
both buddy as well as the new associate
• We can introduce an attractive leaflet which can
provide an answer to all the FAQs of the new associate
• For buddy pool identification , certain % of the
strength of each vertical can be assigned as buddy by
the vertical head

In order to motivate the buddy we can:
• On the basis of feedback from the new joinees we can
select Buddy of the month, who can be awarded with a
certificate/ a mug (his name printed on it)/Ambassador
of the month badge (which he can wear for the next
complete month till the next buddy is awarded)
• Such achievements and initiatives can be given a
weightage in the buddy’s performance review

• A buddy club can be organized where the buddy and
the new joinee can pair up and enjoy various activities
on team building, ice breakers, feelers, Bonding
exercises
• Ex. treasure hunt, the new joinee will team up with the
buddy to play the treasure hunt. This will help to make
this relationship more informal
• Another one can be photo match or signature hunt….
Bonding Activities

Buddy Program PPt .ppt

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