We recommend building three new hire buddy ‘check-ins’ into the preboarding phase. This is particularly helpful in the current climate as your organization may be in a state of flux. They’ll have the opportunity to ask any pressing questions and be able to get the ‘lay-of-the-land’. Struggling to find a committed buddy? Try incentivizing the process with a Gift Card or other small token of appreciation to encourage staff buy-in.Ĭonnecting your buddy pairs before your new hire starts is an excellent way to ensure your recruit is fully prepared for their first day. Who should I contact if I have any concerns about my new hire buddy? Who is responsible for setting up my new hire buddy’s laptop and other tech? What is my new hire buddy’s first-week schedule? How often should I connect with my new hire buddy? Provide answers to the following: When should I reach out to my new hire buddy? Any ambiguity here could lead to your new hire being neglected in the crucial early stages of their onboarding. To be an effective buddy, you need to know exactly where your responsibilities begin and end, and where you can go for more information. This is even more important in a remote setting. One of the most important things you can do when building a successful buddy system is to set clear expectations for your existing staff members who are acting in the buddy role.
Remote buddy website professional#
So what can you do as an HR professional to augment your existing buddy system to work for remote hires? Unfortunately, most buddy-systems are not set-up to support the current work-from-home reality. These measures are of critical importance in the COVID environment where many new hires will be spending their first days and weeks isolated at home. The buddy system is one of the most reliable tools HR has at their disposal when it comes to employee onboarding.ĭone well, the buddy system facilitates an immediate personal connection between new hires and the wider organization, and long-term can help drive employee engagement and time-to-productivity.
0 kommentar(er)
