How to Implement a Buddy System for Your New NDT Hires

The first 90 days for a new Non-Destructive Testing (NDT) technician are critical. They are not just learning a new job; they are learning your company’s specific procedures, safety culture, and quality standards. A formal onboarding process is essential, but it often misses the unwritten rules of the workplace. For NDT managers, implementing a buddy system for new hires is a low-cost, high-impact strategy to improve the NDT onboarding process, boost confidence, and increase retention. This guide provides a practical framework for creating a program that works.

What a Buddy System Means in Real NDT Terms

An NDT buddy system is a structured program that pairs a new technician with an experienced, non-supervisory peer. This “buddy” serves as a friendly guide and a go-to resource for the first few weeks or months. Their role is not to be a formal trainer, but to help the new hire navigate the daily realities of the job.

The buddy’s responsibilities include:

• Answering practical questions: “Where do we keep the spare UT couplant?” or “Who do I talk to about getting my PPE?”
• Explaining the “unwritten rules”: Guiding them on team dynamics, communication preferences, and the general workflow.[1]
• Providing cultural context: Helping them understand your company’s specific approach to safety and quality.
• Making introductions: Facilitating connections with other team members to help the new hire feel like part of the team from day one.[1]

Why It’s a Smart Investment for Your NDT Department

The data on buddy systems is overwhelmingly positive. What might seem like a small gesture provides a significant return by addressing the main reasons new hires fail: feeling isolated, overwhelmed, or unsupported.

• Faster Productivity: A landmark study by Microsoft found that new hires with buddies were significantly more productive. 97% of new hires who met with their buddy more than eight times in the first 90 days said the program helped them become productive faster.[2][3][4]
• Improved Retention: Good onboarding can improve employee retention by 82%.[5][6][7] A buddy system makes new hires feel supported and valued, which is critical since a large percentage of turnover occurs within the first year of employment.[8]
• Increased Job Satisfaction: The same Microsoft study showed that new hires with buddies were 23% more satisfied with their onboarding experience after the first week compared to those without.[3][9]

A Step-by-Step Checklist for Implementation

A successful program requires structure. Use this simple checklist to get started.

1. Define the Program’s Goals: Is your primary goal to reduce safety incidents for new hires, accelerate their time to independent inspection, or simply improve team integration? A clear goal helps you structure the program.
2. Select and Train Your Buddies: A buddy should be a positive, patient, and knowledgeable technician. They do not have to be your top performer, but they should be a role model for your company culture.[9] Provide them with a simple checklist of topics to cover and clarify that their role is to support, not supervise.
3. Make a Formal Introduction: The manager should introduce the new hire and their buddy on day one to formalize the relationship.
4. Provide a Simple Structure: Give both the buddy and the new hire a checklist of suggested activities for the first 30-90 days.
   • Week 1: Facility tour, introduction to all team members, review of PPE stations, explanation of the daily work schedule.
   • Week 2: Shadowing a specific inspection process, review of the reporting software, a casual coffee or lunch.
   • Month 1: Check-in on progress, answer any lingering questions about procedures or team dynamics.
5. Check In and Get Feedback: The manager should briefly check in with both the new hire and the buddy separately after the first week and first month to ensure the pairing is working well.

Risks, Compliance, and Quality Guardrails

While effective, a buddy system must be implemented carefully to avoid potential pitfalls.

• Risk of Bad Habits: The primary risk is that a buddy could teach incorrect techniques or shortcuts that violate procedures.
• Compliance Guardrail: It must be absolutely clear that the buddy is not a substitute for the formal trainer (typically a Level II or III). The buddy system supports the onboarding process; it does not replace the documented on-the-job training (OJT) and experience hours required by your company’s Written Practice under standards like SNT-TC-1A or NAS-410.
• Quality Control: Reinforce that the buddy’s role is to guide the new hire to the correct, approved procedures and answer questions, not to approve their work or provide technical sign-off.

The Time and Cost Realities

Implementing a buddy system is a minimal financial investment. The primary cost is the buddy’s time, which may amount to 30-60 minutes per day during the first week, tapering off to occasional check-ins. This is a fraction of the time a supervisor would need to spend answering basic questions. While the role is typically voluntary, a small gesture like a gift card or a free lunch is a great way to show appreciation for the buddy’s extra effort.

Next Steps: Build a Stronger, More Stable Team

Losing a new technician is a significant financial drain. As you learned when tracking turnover costs in your NDT department, replacing an employee can cost 1.5 to 2 times their annual salary. Implementing a buddy system for new hires is a proactive, low-cost investment in NDT technician retention. It helps new hires feel welcome and confident, accelerating their journey to becoming a productive and engaged member of your team.

A well-structured onboarding process is a key part of becoming an employer of choice. If you are ready to add to your team, we can help you post your role to attract qualified technicians or request help on a tough search to find the right long-term fit.

Sources

1. talentech.com
2. shrm.org
3. lepaya.com
4. youtube.com
5. psico-smart.com
6. techjury.net
7. aihr.com
8. enboarder.com
9. onshift.com