Building a future-ready workforce at TIMG

The business challenge 

Like many employers, TIMG faces a double challenge: attracting and retaining the right talent in an industry with shifting workforce needs while preparing for the impact of an ageing workforce.

Through the Employer Innovation Lab, they aimed to build a talent pipeline for young people who might otherwise miss opportunities, while supporting their current staff with stronger career development initiatives.

The pilot began with workshops that helped the team shape their employment ideas. SVA ran a focus group with TIMG’s existing young employees and the group’s feedback confirmed what the business already suspected: young people were not clear on future opportunities in the business and steps on their career pathway. This insight was a starting point to focus on the ways younger staff would gain access to training and development. It also showed that managers need stronger support to onboard and guide staff, while recognition of younger workers deserves greater focus.

The amount of support I’ve had from the Lab has kept the momentum going. It challenged my thinking, provided resources and that accountability piece meant things were actually done” Beth Gregory • People & Culture Manager, The Information Management Group (TIMG)

Building the pilot

TIMG started trialling practical changes. They refreshed their onboarding process with more check-ins, a detailed checklist, and clear expectations. A site relocation from their East Bentleigh site to Laverton North gave them the chance to test this new approach. Young workers started together as a group, shared a welcome lunch and took part in a structured induction. The result was stronger outcomes and a smoother start for new staff.

SVA reviewed onboarding and engagement surveys and suggested new questions to capture younger worker’s perspectives. TIMG also introduced a checklist for vulnerable staff, reinforcing their Modern Slavery Statement and ensuring that new employees were supported from day one.

SVA facilitated an introduction to local employment services provider, Youth Projects. TIMG explained the roles available and support systems for young workers. Youth Projects had the opportunity to explain what support they could provide before and after placement. A process has now been mapped so that Youth Projects candidates can be connected to employment and career opportunities at TIMG.

Key learnings and outcomes

Over 18 months, the work that began as a pilot to strengthen employment practices for young starters became business as usual at TIMG. Staff turnover dropped to an all-time low, engagement scores remained strong, and managers grew more confident in setting expectations and having regular one-on-one conversations with their teams.

“The pilot we originally envisioned didn’t unfold as planned. Instead, it evolved, and the changes we introduced are now benefiting all employees, not just younger staff’, says the team. “What began as an experiment has become business as usual.”

Importantly, the process underscored the value of listening directly to our people. Feedback from younger workers fed into the company’s broader People Strategy, shaping a renewed emphasis on employee recognition and the development of leadership and management training programs.

What’s next

TIMG is focusing on recognition and engagement. Surveys and focus groups will help review how recognition initiatives are working and identify what staff would like to see improved. Management training will also expand, with programs covering both soft-skill leadership and hard-skill management. Local connections are creating access to new talent pools, giving TIMG access to suitable candidates for future roles.

Key takeaways for employers