Adapting to the new normal with Change 100

Coronavirus meant that we had to change the way we delivered our internship programme Change 100 almost overnight. 

It was challenging. By the end of May, employers had to make some very difficult decisions about their futures. We found that many of our internships could not go ahead. 

This has meant that around two thirds of our successful cohort, all of whom were invited onto the programme before the true effect of the pandemic hit, could not be matched with a role this summer. 

Still, we knew we could keep going. We had to find the best possible version of the scheme. And I have to say; I’m proud of what we managed to do. The changes we put in place are showing real benefits already for interns and employers alike.

Adapting to the ‘new normal’

Quickly, we learned that a shift to remote delivery was vital. We partner with employers all over the UK. So we’ve always done some things long-distance, like our check-ins during placements. But now we needed to deliver the entire programme according to the ‘new normal’, and make digital the default.  

A fully remote programme was also more flexible, freeing us up to help interns. We’ve found that instead of ‘digital-first’ making employers less engaged, the opposite was true. They were more willing to commit to a webinar rather than in-person training. Many have moved closer to being ‘digital native’ during lockdown, too. 

Most organisations going ahead this year have committed to onboarding and supporting their interns remotely. We still have over 40 internships. Roles range across corporate, public and third sector employers, including Greenpeace, National Lottery Heritage Fund and The National Gallery. 

Our partners have mirrored other ways we’ve adapted. We extended the duration of the internship programme for this year, and employers got behind the idea. Some continued roughly as planned from June. But many pushed start-dates back to allow themselves time to adjust to new ways of working. With both current students and graduates in our cohort, we’ve been able to reactively match roles starting as late as September. This has also shown us the value of doing so in years to come, to expand potential opportunities.

Interns have already fed back that managers are putting their adjustments into place with ease. And, as suggested, building regular support and catch-ups in with them. This is allowing them to thrive in work and get on with their projects independently.

Helping bright graduates after coronavirus

We’ve had to find new ways to keep supporting talented students and graduates. Employers know this and have been on board from the start. 

14 different organisations are currently offering remote mentoring. Usually, interns would only be matched with a mentor in their workplace, but we developed an offer this year for those high-scoring applicants without a role. 52 are now matched with these remote mentors.

We also innovated with our 6-month Professional Development Programme. These monthly sessions for successful candidates assist them in developing vital professional skills and techniques. Some of our withdrawn partners have devised webinar content for it, with our input. 

We run remote sessions in two hour blocks, across three consecutive days. This is much more accessible. There’s less information to digest, and other ways to engage without the potential pressure of being there in-person. Candidates can contribute whenever and however comfortable. They can observe and process at their own preferred pace. These changes have meant attendance numbers so far are actually up on previous years. 

What’s next?

We were determined to do Change 100 justice despite the difficult times. Going ahead, we already anticipate keeping many of these developments in place. With a team determined to provide the best outcomes, this unexpected challenge has led to better ways of working. We’re sure this experience chimes with those of many employers.

We’re planning student outreach and assessment for next summer. We’re also excited to explore the prospect of further remote placements with 2021 employers. This could greatly open-up opportunities for brilliant candidates whose options for travel or workplaces may be limited simply by their conditions. And we’re pleased that many partners who had to withdraw are hoping to come onboard instead next year. We anticipate a strong year with great variety in internships. 

We’re so grateful to our 2020 partners and candidates for their participation, flexibility and resilience. It’s also a testament to our fantastic team. 

Change 100 opened for applications for 2021 on 23 September. Businesses interested in getting involved should contact the Change 100 team by emailing change100team@leonardcheshire.org.