Today, we are going to explore a simple yet remarkably powerful strategy that top-performing companies use to solve one of the costliest problems in business—new hires leaving too soon. At the heart of this solution lies one key relationship.
When a new employee joins, they immediately begin evaluating whether they’ve made the right choice. The surprising reality is that 90% of employees decide within the first six months whether they will stay long term or move on.
This short window is critical. If employees choose to leave, the organization pays a steep price—recruitment expenses, lost productivity, and lowered morale across the team. Clearly, companies cannot afford to ignore this issue.
The solution many top organizations are turning to is simple: assigning new hires a peer mentor, sometimes called an onboarding buddy.
Unlike a manager or trainer, a peer mentor is a friendly, experienced colleague who helps the newcomer navigate both the practical and cultural sides of the organization. They answer the “silly” questions, explain the unwritten rules, and serve as a safe guide to the workplace culture.
This role is crucial because it separates performance oversight (the manager’s responsibility) from personal support (the mentor’s role). New hires are asking for this—56% say that having a buddy is important when starting a new role.
Creating a successful program requires intention and structure. Here is a five-step playbook:
When organizations adopt peer mentorship, onboarding transforms from a cold, logistical process into a human-centered journey of belonging. This shift strengthens culture, boosts retention, accelerates productivity, and develops future leaders.
The real question every organization must ask is this:
Is your onboarding simply a process for filling out forms, or is it a genuine welcome designed to help employees belong and succeed?
The answer could change everything.