Starting a new job is exciting, but it can also be overwhelming. New hires often face a steep learning curve as they adjust to new roles, company culture, and colleagues. For companies, the goal is to ensure that new employees feel supported, engaged, and set up for success from day one. That’s where mentorship or buddy programs come in. Mentorship and buddy programs are a key part of the onboarding process, and they play a significant role in helping new hires integrate smoothly into their new roles.
These programs pair new employees with experienced team members who provide guidance, support, and encouragement. They foster a sense of belonging and are one of the most effective ways to boost retention, productivity, and overall job satisfaction.
Let’s get deeper into why mentorship and buddy programs matter and how they contribute to both individual and organizational success.
1. Fosters a Sense of Belonging and Inclusion
One of the biggest challenges for new hires is adjusting to a new work environment. They may feel like outsiders, unsure about where to go for help or who to turn to for advice. A mentorship or buddy program can alleviate these feelings by providing a friendly, approachable resource for new employees.
When new hires have a designated mentor or buddy, they are more likely to feel included and valued in the organization. These programs offer a “go-to” person who can answer questions, explain workplace norms, and provide insights into the company culture. As a result, new employees are able to build connections faster, making it easier to settle in and feel like part of the team.
A study by Gallup found that employees who have a best friend at work are seven times more likely to be engaged. A buddy program can be a great way to form this connection early on and help new hires build relationships that foster engagement and satisfaction.
2. Improves Retention and Reduces Turnover
Employee turnover is costly for organizations. According to a report by the Work Institute, the average cost of employee turnover is around 33% of the employee’s annual salary. A strong mentorship or buddy program can help reduce this cost by improving employee retention.
When employees feel supported and confident in their roles, they are less likely to leave within the first few months. A mentor or buddy can help guide new hires through the early stages of their career with the company, answering questions and providing insights into processes, expectations, and challenges. Studies have shown that organizations with structured mentorship programs experience lower turnover rates. This is because mentorship fosters a stronger sense of loyalty and trust between employees and their employer.
A comprehensive case study by Sun Microsystems revealed a clear link between participation in mentorship programs and improved employee retention. It found that 72% of mentees and 69% of mentors remained with the company, compared to just 49% of employees who did not participate (Wharton, 2007).
Similarly, another survey discovered that 9 out of 10 employees with a mentor reported being satisfied with their jobs, with more than half rating themselves as “very satisfied” (SurveyMonkey, 2019).
3. Accelerates Learning and Productivity
New hires typically go through a learning curve when starting a new role. Even with comprehensive training, employees often struggle to grasp the nuances of a company’s processes, tools, or workflows. A mentor or buddy program can help bridge this gap and accelerate learning.
Having a mentor or buddy allows new hires to quickly grasp important information, get answers to their questions in real-time, and gain hands-on insights that go beyond standard training materials. As a result, employees can get up to speed faster, improving productivity and contributing to the company’s success sooner.
Almost 70% of businesses reported a boost in productivity thanks to mentoring, with over 50% noting a positive impact on profits. Having a more experienced colleague to provide guidance helps employees feel more confident in their roles and avoid common mistakes, ultimately leading to improved overall performance.
4. Provides a Safe Space for Feedback and Questions
Starting a new job can be daunting, and new employees often hesitate to ask questions or seek help, especially in unfamiliar environments. A mentorship or buddy program provides a safe space for employees to voice concerns and ask questions without feeling judged.
Employees are more likely to succeed when they feel comfortable seeking guidance or clarification. A mentor or buddy can offer feedback on performance, suggest areas of improvement, and provide reassurance.
This open communication fosters trust and supports the employee’s professional growth. Research shows that mentees are more likely to report higher levels of job satisfaction and career growth because they feel empowered to seek help when needed. Having a mentor they trust also encourages employees to take on new challenges with confidence.
5. Supports Career Development and Long-Term Growth
Mentorship isn’t just about getting new employees comfortable in their roles; it’s about fostering long-term career growth. A mentor or buddy can provide valuable career advice, offer insights into professional development, and help the employee set and achieve career goals.
Mentorship programs can help employees see a clear path forward in their careers. By offering guidance on career development, mentorship programs show employees that the company is invested in their success, not just their immediate job performance.
According to a Deloitte report, companies with mentorship programs are more likely to see stronger career development outcomes for employees, including promotions and lateral moves. These programs create opportunities for new hires to see potential growth within the organization, which enhances employee retention and satisfaction.
6. Enhances Company Culture and Employee Engagement
Onboarding is not just about training employees for their roles; it’s about introducing them to the company culture. A mentor or buddy can act as a cultural ambassador, helping new hires navigate social dynamics, understand unwritten workplace norms, and build relationships across the organization.
When employees understand the company culture, they’re more likely to feel connected to the organization’s mission and values. This alignment improves engagement and fosters a positive workplace atmosphere.
According to a report by SHRM, organizations that have strong mentorship programs experience better employee engagement. Mentors help new employees understand what’s expected of them socially and professionally, which enhances their overall experience at the company.
Society for Human Resource Management (SHRM). (2024.).
7. Boosts Overall Job Satisfaction and Well-Being
A supportive onboarding experience can set the tone for an employee’s entire tenure with a company. Mentorship and buddy programs contribute to higher job satisfaction by offering social support, guidance, and positive reinforcement.
Employees who feel supported in their roles are more likely to be satisfied with their jobs, which in turn increases their motivation and overall well-being. Job satisfaction is strongly linked to mental health, with employees who are happier at work experiencing less stress and burnout.
Studies show that mentorship programs have a direct correlation with improved mental health and job satisfaction[i]. Employees who have a mentor report feeling more confident and optimistic about their work, which positively impacts their overall experience at the company.
Conclusion: The Power of Mentorship in Onboarding
Mentorship and buddy programs are an invaluable part of the onboarding process. They not only help new hires feel at home and supported but also contribute to their long-term success within the company. These programs enhance job satisfaction, improve retention, boost productivity, and help employees develop meaningful connections within the organization.
As businesses continue to evolve in 2025 and beyond, companies that prioritize mentorship and buddy systems will foster stronger, more resilient teams that are equipped to thrive in today’s dynamic work environment.
References
- Gallup (2023). The State of the Global Workplace Report
- Work Institute. (2023). The 2023 Retention Report.
- Wharton (2007). Workplace Loyalties Change, But the Value of Mentoring Doesn’t.
- SurveyMonkey (2019). CNBC Workplace Happiness Index.
- Forbes Human Resources Council. (2023). 6 Benefits Of Mentoring In The 2023 Workplace.
- Deloitte Insights. (2020.). The importance of investing in employees.
- Society for Human Resource Management (SHRM). (2024.). Mentorship in the workplace.
