Hiring the right person takes time on average, 44 days of careful searching, evaluating, and deciding, according to The Josh Bersin Company. But if recruitment is the courtship, then onboarding is the marriage and it’s where many relationships falter. A signed contract doesn’t guarantee long-term success. What happens next is just as critical.
The truth is, most onboarding programmes resemble a high-speed conveyor belt crammed induction sessions, scripted presentations, and a hope that newcomers will “just get on with it.” But people aren’t plug-and-play. They need connection, not just content. That’s where buddy programmes make all the difference.
A Human Welcome: Where Belonging Begins
Imagine your first day at work. You know your manager’s name, and perhaps someone in HR. Beyond that, it’s a sea of unfamiliar faces and acronyms. A buddy programme changes that. It offers a human anchor a colleague who’s there to say, “I’ve got you.”
A buddy isn’t a substitute for leadership or HR. Rather, they offer something equally vital: psychological safety. From decoding team customs to explaining the unspoken do’s and don’ts, a buddy shortens the distance between ‘new hire’ and ‘team member’.
The Strategic Value of a Buddy Programme
● Strengthens Social Fabric from Day One
UK workplaces often thrive on quiet trust and subtle camaraderie a shared joke over tea or a nod of encouragement in a meeting. A buddy helps new hires find their rhythm in this culture, turning introductions into relationships.
● Elevates Engagement and Loyalty
Gallup tells us employees with close friendships at work are seven times more likely to be engaged. And engagement, as we know, drives retention. When a buddy helps someone feel seen and supported, it reduces the risk of early exits a cost that can run into tens of thousands of pounds per head.
● Transfers Cultural Intelligence, Not Just Knowledge
The ‘unwritten handbook’ of a workplace who books the meeting rooms, the best way to phrase emails, or even lunchtime rituals – can’t be captured in a PowerPoint. A buddy carries this tribal wisdom and passes it on with care.
● Closes the Gaps Formal Onboarding Misses
HR teams and managers are often stretched. A buddy absorbs the micro-moments questions about supplies, systems, or etiquette – allowing leadership to focus on strategy while still ensuring the newcomer isn’t adrift.
Building a Buddy Programme that Actually Works
To create more than a tick-box initiative, here’s what future-ready organisations should consider:
● Secure Leadership Buy-In
If a buddy scheme is to thrive, it must have visible support from the top. Leaders shape the culture by what they champion. When they view buddying as integral, not optional, it becomes part of the organisational rhythm.
● Choose Buddies with Care
Not everyone makes a good buddy. Look for those with approachability, emotional intelligence, and an instinct for storytelling. They should reflect the values and vibrancy of your culture not just seniority.
● Equip Them to Succeed
A few thoughtful tools a checklist, time allocation, or even a coffee budget can make all the difference. Give buddies the framework to thrive, not flounder.
● Measure What Matters
Track what your buddy programme actually delivers. Look at feedback, retention data, and new starter sentiment. Review regularly, iterate deliberately.
● Make It Cultural, Not Optional
The most impactful buddy systems aren’t hidden in HR manuals they’re part of how the business breathes. Celebrate great buddies publicly. Embed their stories into your onboarding narrative.
Why Buddying Works Especially Well in British Workplaces
In the UK, we place great value on soft introductions and gradual inclusion. Relationships are built over shared cups of tea, subtle nods in the corridor, and warmth over time. Buddy programmes tap into this natural rhythm of rapport.
Now, as hybrid and flexible working reshape our routines, that relational gap only widens. A thoughtful buddy can be the bridge – ensuring that whether someone’s joining remotely from Manchester or on-site in London, they feel equally welcomed.
The Bottom Line: People First Always Wins
Buddy programmes aren’t just warm-hearted gestures. They are strategic investments in your people and your performance. They fast-track connection, build resilience into onboarding, and reduce costly churn.
If your onboarding process still leans on forms and firehoses of information, ask yourself – what could a buddy programme unlock for us? Because when people feel they belong, they do their best work.
Start with one small change: pair every new hire with a person, not just a process.
Let’s Continue the Conversation
If you’re looking to build a workplace where people thrive from day one, I’d love to help. Follow along for practical HR insights, people-first strategies, and future-of-work perspectives. Together, we can turn good intentions into great outcomes and onboarding into a true welcome.
