Creating Inductions Programmes That Work In this interactive workshop we will explore the key components of a good induction programme. This will be based on the results of workshop run with CLC members in November. We will explore: • The needs of the organisation vs the new starter. • The strategies you can use to provide a cost effective and engaging induction programme • The topics that you may need to covered • The timeframe for delivering these strategies

1. 29/06/2016
1
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
OrganisationNew Starter

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OrganisationTheir 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 needsNew 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 peopleWelcome
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
StartDate
Day 1 Week 1 Month 1 - 3 Ongoing
CorporateOrganisationLocalSkills
Offer Accepted
Day 1
Week 1
Month 1-3
Ongoing
Corporate
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?
Organisation
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
Local
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
Skills
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
EngageManagers

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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?