I am in the process of trying to implement a buddy program to help our new employees get settled into their jobs and the company. Does anybody have any suggestions, tips, recommended reading, etc?

Thanks!

I can suggest the usual, such as someone well respected within the organization, that understands "how we do things around here". Also,capable of mentoring, conveying ethical boundaries, explaining unique socio-technical systems, and the role(s) the individual will need to perform.
The buddy along with the orientation and under the watchful eye of the supervisior, following a plan of action should reap great benefits.


Nero

What is also important, and often overlooked, is the need to carefully define the roles (both the buddy and the person they're paired with).

I would do pre-messaging (watch for our new buddy program!); and develop or present some type of short buddy training focusing on contracting with the employee to achieve specific milestones & goals. That would put boundaries around the relationship, with achievement of goals signalling the end of the formal 'buddy' role.

Hi TPrewitt
I actually helped design and implement a Buddy Program at my former company. The program works well for the company as well as new hires in the fact that it aids in employee retention and job satisfaction.It also creates an immediate support system for the new employee. Email me and I'll send you some documents on the program

A former employer implemented a peer sponsorship program, which was designed to
link employees and assist with on boarding, job development, and social integration. The program was supported and encouraged by management, well publicized, carefully planned and executed, and it fostered trust and built relationships between employees.
Expectations and roles were clearly defined and outlined. Training and group support was made available to the sponsors and new hires. The outcomes were very positive.