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Creating Induction Programmes

That Work

Introductions

Gill Chester Director, Little Man Project Specialise in: •  Developing learning

interventions for charity sector

•  Supporting in-house L&D teams

Too much information

Too little information

Too much focus on self paced activities

Too long to wait for start

Finding the balance In groups… Discuss what are you currently doing in your organisation?

•  What works?

•  What needs improving?

Understanding the need

Organisation New Starter

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Organisation Their needs •  To feel welcomed, expected and relaxed.

•  Know what to expect: •  dress code •  start time •  whether to bring lunch •  parking facilities •  who to ask for on arrival. •  Induction process (day one, week one and onward)

•  To be eased in gently with no tight deadlines.

•  Have enough time to build relationships and have opportunities for social interactions with staff, key stakeholders.

•  To have an engaged and positive buddy/mentor who is not their manager.

•  Have the opportunity to shadow other roles, and to get out and about with key stakeholders.

•  Be shown all the necessary amenities and that all kit is

ordered in time and works.

•  To know the bigger expectations of the team.

Their needs New Starter

•  To do the job from day one.

•  For them to have use the pre-start time to gain a sound understanding of the role and organisation.

•  To start to think about what they are going to do and how they are going to interact with their team and the organisation.

•  To be able to set objectives and expectations on day one, this includes examples of three and six month expectations.

•  To be interested in the new starter, ask about what they have done before, what motivates them etc.

Types of inductions

Corporate Background to the organisation (history, finance, structure)

Organisational Working at the organisation (policy, regulations, T&C)

Local Your team and role (job description, physical location)

Skills Do you have all the skills/know how you need to do the new job?

Types of requirements

Corporate (about us)

Service users and volunteers

Case studies Finance

How we work

Our work

What we do

Culture

Our people

History

Values/ethos

Key people Welcome

Structure

Organisation (how we do things)

IT systems and support

Code of conduct

HR Services

L&D support

H&S requirements

Policies and where to find them

Ethnicity, Diversity and inclusion

Environmental policies

Data Protection

Information Security

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Local Induction (logistics)

Training and development

Your Role

Performance Management

Supervision

Team meetings

Finding information and support

Desk

1-2-1 Meetings

What to expect (first week/month)

Team

Hours Usernames and pwd

Office tour

Fire evacuation

Skills (general or organisation specific)

Manage volunteers

Carrying out a risk assessment

Work with clients

Use our database

Skills

Local

Organisation

Corporate

Types of requirements

Realise full potential

Esteem (confidence,

feedback, respect)

Emotional / Wellbeing (culture, friendship, belonging, support)

Safety (fire, health, procedure)

Physiological (food, water, toilets, rest)

Maslow Hierarchy of Needs

In groups… Based on that breakdown discuss where you might have gaps in the areas being covered.

Delivery Options

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Options Scheduled

•  Training •  Presentations •  Live online learning •  Webinars •  Coaching/mentoring •  F2F meeting •  Live games •  Tour

Self Paced

•  Elearning / online games •  Welcome booklet •  Documents (policy, how to,

procedure, presentations etc) •  Activities •  Audio files / podcasts •  Videos •  Job shadowing / peer support •  Forums •  Social and collaboration platforms •  Intranet •  Community of practice •  Email •  Learning Journal •  Blogging / Wiki •  Handbook •  Meetings •  Job aids •  Manager support

New Starter Schedule

Offer Accepted

Start Date

Day 1 Week 1 Month 1 - 3 Ongoing

Co

rporate

Organ

isation

Lo

cal Skills

  Offer Accepted   Day 1   Week 1   Month 1-3   Ongoing  

Co

rpo

rate  

Ø  Video (CEO Intro) Ø  Invitation to look at

website v  Medical v  Offer letter v  Policies – Equality &

Diversity v  ‘Welcome to’ Video v  Background v  Process of Induction  

    Ø  ‘Welcome Induction’  

Ø  Maintain a review/update of the organisation – where is it going, what are the changes/new projects? What is the big picture?  

Org

anis

atio

n   Ø  Welcome pack

(hardcopy, PDF)

v  Welcome pack v  Map out journey v  Checklist  

Ø  F with org. systems, e.g. Intranet

v  Checklist  

Ø  F with policy ‘How we do things’  

v  Personal expectations  

 

Loca

l  

Ø  New starter email from team (info & fun)

Ø  Text/email from Manager/Team

v  New Starter Email –

informal v  Team Bio’s v  What to expect on Day

1  

Ø  F with facilities/team/

health & safety

v  F with team v  Health &

Safety v  Objectives  

Ø  Meetings set-up with others in their team

v  Key internal

and external contacts

v  Shadowing v  Meeting with

team  

   

Skill

s  

    Ø  Identifying skills sets (bespoke)  

v  Identifying skills sets  

Ø  Continual monitoring of skills: strengths/gaps … enhancing and filling the gaps.  

Next Steps

1.  Pull together a project team –  Include HR, IT, Comms, Senior Sponsor, L&D, manager

representatives

2.  Do you understand your new starters? –  Would they do pre-work? What do they need to know and when?

3.  Consider the options for delivery –  What type of resources would work? What can you technically and

logistically deliver?

4.  Design for the person that needs everything –  What topics do you need to cover? What will they need?

5.  Map out the schedule –  When do they need things? How will we manage that? Do we need

to tailor this?

Designing your programme

En

gag

e Man

agers

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In groups A. What does a new starter needs when they start a new role?

•  What does the new starter need to know? •  What would make them feel welcome and ‘on-board’?

B. What does the organisation needs from a new starter?

–  What do they need new starters to know? –  What does the new starter need to do?