Successful teams need to be able to move fast. TEG immersion programs increase speed to productivity and provide employees with a sense of Belonging.

Company Immersion

Welcome to TEG:

New employees will be invited to a one-hour overview of our Company.

We want our people to understand our story beyond their roles, we want them to feel connected to the broader Company.

In the meantime, check out our Welcome Guide!

Welcome to TEG, A Managers Toolkit:

New Managers will have a one-hour overview of the tools, resources and processes available to them to unlock the potential of each team member.

Behind the Scenes:

TEG Connects fans to live events. New employees are invited to attend a live event behind the scenes and see what does in to pulling them off!

HR will liaise with new starters and their managers to organise this.

Online Compliance Training:

Foundations matter and help us to create a balanced workplace where everyone feels like they can belong. With this in mind, all new starters will need to complete online compliance training that is tailored to their role.

Visit TEG Exchange to access all your online compliance training tools.

Team Immersion

New Hire Checklist:

From Company announcement, to desk set up, IT set up, through to an office tour, during an employee’s first few weeks and months there is a lot to think about! We have this covered in a step through Induction Checklist as well as this Induction Overview.

Induction Guide:

Put effort in up front to planning and scheduling the first two weeks of an employee’s time with TEG. Make sure they are invited to key meetings, scheduled to meet with key stakeholders, have access to documentation required to make decisions and have an understanding of the decision protocol and approvals

Use the TEG Induction Schedule Template as a guide plus this Induction Overview.

Function Manuals:

Share any process documents with employees on their first day. Quick reference guides are great to increasing speed to productivity and building confidence for self-learning and discovery.

KPI Process:

Provide an overview of the fiscal year goals for the Company, your function/department. Work with the employee to step out their role in achieving the fiscal year goals.

Buddy Program:

TEG has a buddy program in place to help new Team Members integrate into the TEG network. The new team member’s buddy should be a high performing Team Member who is familiar with the complexities of the TEG environment. A buddy is there as a support person during the first months of employment to help navigate the general day to day running of the organisation and answers any questions that they may feel too “silly” to ask their colleagues.

Prior to selecting a buddy for your new Team Member, managers should review the Buddy Guideline – Line Managers to gain a good understanding of what is involved and help to make an informed decision on who your partner your new Team Member with.

Buddies are provided with clear Buddy_Guideline_-_Particpants to help them step comfortably into this role and give them a good understanding of what they are required to do.

Probation Framework:

A new Team Members probation period should be divided into 2 segments: utilising the Probation Review Form to guide progress review meetings and develop action plans:

The probation review should be completed in the 2 weeks prior to the expiration of a new starters probation period, ensure you have the 6 month probation review booked in well in advance so that both you and your new Team Member can prepare for the meeting.

Use the Probation Review Form as a guide to have these conversations.