Choose and brief an onboarding buddy

Choose a buddy who knows the everyday work, explains things patiently and has time to help. Agree which questions they can answer, which go to the manager and who covers their absence. A buddy helps a starter find their feet; the role should not quietly become unpaid training work or responsibility for employment decisions.

This is for owners who want friendly, reliable peer support after the first-day welcome. The buddy does not need to be the longest-serving employee. Pick someone who will explain the reason behind a routine instead of saying, “That’s just how we do it.”

Ask before assigning the role

Explain what you want and ask whether the employee has capacity. Work out what will come off their normal workload. A busy colleague who is told to help “when you get a minute” may be willing but unavailable.

Business.gov.au describes mentoring and job shadowing as ways staff can learn from colleagues. Keep your buddy arrangement proportionate: everyday help and introductions may be enough. Business.gov.au: staff development and training.

Put the boundaries on one page

Situation	Buddy	Manager or responsible supervisor	New starter
Where is the current order template?	Shows its location and explains the usual process.	Resolves a missing or conflicting procedure.	Tries finding it and asks if unsure.
Can I approve this unusual refund?	Points to the authorised decision-maker.	Checks the case and decides within their authority.	Keeps the customer informed without promising an outcome.
I have not been shown this equipment.	Helps locate the appropriate supervisor.	Arranges the required instruction and supervision.	Does not guess how to use it.
I need to discuss a sensitive workplace issue.	Explains available reporting contacts.	Uses the appropriate confidential reporting process.	Chooses a suitable route; need not tell the buddy everything.

Original ASBG example. Names and situations are fictional; the table is also the accessible text version.

The buddy can help someone find a procedure; they should not invent exceptions or investigate a sensitive complaint. Give both people an alternative contact if the concern involves the usual manager.

Agree a first-week rhythm

For a fictional customer-service team, the owner books a short arrival check on Monday, a shared walkthrough on Tuesday and a Friday conversation about what remains confusing. Those appointments sit within planned work time. The buddy also explains when they can be interrupted and who is available while they serve a customer.

Keep any required training within paid working arrangements. Fair Work states that job-related employee training is time worked. Fair Work: employees doing training. Don’t rely on the buddy answering work messages from home.

Brief the buddy on how to explain things

Ask them to show where information lives so the starter can find it next time. “Let’s find the delivery guide together” leaves the starter better equipped for the next question.

If a question reveals contradictory instructions, the buddy should flag that to the owner. Repeated questions may point to a missing process or rushed demonstration, not unwillingness to learn. Use the learning plan to record the next supported task.

Check whether the arrangement is helping both people

At the end of the week, speak to the starter and buddy separately if useful. Ask what they could find unaided, when help was unavailable and whether the buddy’s own workload is manageable. Change the arrangement rather than leaving it to goodwill.

Fair Work’s hiring guidance encourages early discussions about expectations. Fair Work: hiring employees. The onboarding check-in questions turn that into a short conversation, and the topic hub covers the wider sequence.

Key takeaways

• Agree the buddy’s time and remove or cover conflicting work.
• Keep supervision, exceptions and sensitive matters with the right contact.
• Review whether the arrangement works for the buddy as well as the starter.

Where to get help

• Business.gov.au: staff development and training
• Fair Work: employees doing training
• Fair Work: hiring employees