Part C: Practical tips for successful immersive development Things to consider for agencies and their employees Immersive development can be rewarding for employees and agencies, but there are a number of things to consider before signing up. For agencies For employees Do you have robust policies in place? Is the immersive activity linked to your Which immersive development will agreed development goals? the agency support, and with which organisations? Do you have a policy on selecting Are you across the terms and employees for these opportunities? conditions of the activity? Will they be used to develop high Role and performance expectations, potential staff, to reward and arrangements for travel and other maintain the engagement of valued expenses, arrangements for taking staff, or a mixture? Will employees leave, confidentiality and conflict of self-nominate, be nominated by their interest matters, WHS and risk manager or be drawn from talent management. pools? Do you have a policy on how Are you able to travel for extended immersive activities will be funded – periods? Some immersive activities centrally, by business areas, or a require interstate travel for extended combination? periods without the possibility of reunion travel. Do you have up-to-date risk Do you have networks in place to management and WHS processes? Do support you during your immersive they include pastoral care, check ins, experience? and post activity debriefs? Are processes in place for sharing Have you decided how you will share employees’ experiences on return your immersive experience back in (where relevant)? This could include your agency? blogs, presentations to staff, intranet articles, and meetings with the Executive.
Part C: Practical tips for successful immersive development Things to consider for agencies and their employees Immersive development can be rewarding for employees and agencies, but there are a number of things to consider before signing up. For agencies For employees Do you have robust policies in place? Which immersive development will the agency support, and with which organisations? Is the immersive activity linked to your agreed development goals? Do you have a policy on selecting employees for these opportunities? Will they be used to develop high potential staff, to reward and maintain the engagement of valued staff, or a mixture? Will employees self-nominate, be nominated by their manager or be drawn from talent pools? Are you across the terms and conditions of the activity? Role and performance expectations, arrangements for travel and other expenses, arrangements for taking leave, confidentiality and conflict of interest matters, WHS and risk management. Do you have a policy on how immersive activities will be funded – centrally, by business areas, or a combination? Are you able to travel for extended periods? Some immersive activities require interstate travel for extended periods without the possibility of reunion travel. Do you have up-to-date risk management and WHS processes? Do they include pastoral care, check ins, and post activity debriefs? Do you have networks in place to support you during your immersive experience? Are processes in place for sharing employees’ experiences on return (where relevant)? This could include blogs, presentations to staff, intranet articles, and meetings with the Executive. Have you decided how you will share your immersive experience back in your agency?
Guide-to-immersive-development-December-2016.DOCX