Onboarding Buddy or Mentor Program Audit
Assess how well a buddy or mentor scheme is working for new hires, from matching to guidance and time commitment, and fix the weak points.
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Please audit the buddy or mentor system we use for new starters and tell me whether it helps or is just a name on a form. I will paste what we have. Inputs: how buddies are chosen and briefed [BUDDY_SELECTION], the written guidance for buddies, if any [BUDDY_GUIDANCE], the last six pairings with the dates and rough number of meetings [RECENT_PAIRINGS], feedback comments from new hires and buddies (anonymous) [FEEDBACK_COMMENTS], and the time buddies are expected to give [TIME_EXPECTATION]. Produce: (1) a pairing table with columns Pairing, Same team?, Meetings held, First meeting within first week?, Outcome or comment, Flag; (2) the percent of pairings that met the basic standard of a first meeting in week one and at least [MIN_MEETINGS] meetings, with arithmetic; (3) a scored review from 1 to 5 of Selection, Briefing, Time protection, Clear purpose, Feedback loop, Recognition for buddies; (4) the themes in feedback, with counts; (5) what buddies should and should not do (for example, not a replacement for the manager), as a one-page guide; (6) a conversation guide with 8 questions for a buddy's first meeting; (7) a quick monthly check-in form of five questions. Guardrails: do not invent feedback or statistics. Keep any comments anonymous. Be careful with advice that depends on company policy and mark it [VERIFY]. Don't recommend monitoring individuals' private conversations. Add a worked example with invented figures: 6 pairings, 4 held a first meeting in week one, 3 held at least 3 meetings. Show 66.7 percent and 50 percent.
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