Personal Growth

Law

Birkett Long LLP

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Birkett Long rewards staff in many ways, including through team thank you finds which team leaders can use to recognise and reward their teams. The organisation also offers all its people access to Unum, an employee benefits package that provides benefits and wellbeing support to all employees and their families.

The organisation’s Continuous Performance Evaluation scheme consists of four check-ins and is a structured platform to discuss growth, set objectives, and plan development. Each check-in reviews the objectives and allows management to work with the employee to achieve their goals.

All managers at Birkett Long undertake Management Training, with the organisation facilitate full day courses or a series of development programmes. It also provides futher training to managers on subjects such as stress at work, menopause, mental health training, managing remote team members, wellbeing at work, stress and resilience, reward and recognition, and employee

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Accountancy

Audit Scotland

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Audit Scotland provides access to a variety of sources for wellbeing support through its occupational health provider, as well as offering a range of internal and external sources of information. The organisation also shares wellbeing information on a regular basis with colleagues through Viva Engage.

The organisation offers a number of routes for employees to grow, including through its partnership with the PCS union and its existing Career Development Gateway model that allows colleagues to submit evidence that they can work at a higher level.

Audit Scotland’s Management Development programme last for six months and covers a range of topics, including: Managing Self, Managing Individuals, Managing Teams, Managing Resilience, and Managing Change. The material on offer is provided through a mix of internal and external delivery to appeal to all learning preferences.

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Housing Associations

Abri

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On the Abri intranet, there is a ‘Your Wellbeing’ button which provides colleagues with access to external support for mental, physical, social and financial wellbeing. Wellbeing support at Abri includes an employee assistance programme, occupational health, mental health training, compassion fatigue training, and information on financial wellbeing and healthy lifestyles through its reward platform ROAR.

Abri’s 5-year Achieving Together strategy was refreshed twice last year. First, for its new corporate priority for EDI and second, for the move towards a new regional model. The strategy was published to colleagues, along with its supporting functional strategies. This provides a golden thread between Abri’s goals and the work of its 2,000 colleagues.

Abri launched Housing Professional of the Future, a self-lead programme taking colleagues through a wide range of topics, such as understanding customers, housing policy, and managing a housing association. Colleagues have the opportunity to attend masterclasses by sector experts, sharing their knowledge and experience and giving them practical skills to deal with everyday challenges.

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Charity's

Age Well East

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Employees at Age Well East are provided with opportunities for personal development through Reflective Practice sessions and one-to-one meetings, where they can express their interest in specific training or skills enhancement.

The organisation prioritises employee wellbeing by offering an Employee Assistance Programme, wellbeing seminars and maintaining a menopause policy. This demonstrates its commitment to supporting employees in managing work-life balance and personal health.

Leadership at Age Well East is characterised by transparency and regular communication with the team. Monthly updates from the CEO and an open-door policy from leaders create a supportive and engaging work environment.

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Charity's

UKSA

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Family and friends fun days bring everyone together to live one of the charity's values: "Challenge, have fun and smile." Regular newsletters, along with all-staff meetings and communications, keep the culture alive. News and staff feedback is shared through the HR department's People Hub.

Employees are encouraged to do apprenticeships. The charity has introduced a leadership academy that offers a blended learning programme and it has seen positive change, growth and development in those who have taken part. The HR department supports aspiring leaders to develop in their role.

The comprehensive rewards and recognition benefits package on offer includes giving out monthly golden tickets to those who have lived the charity's values or gone above and beyond. The golden ticket can be exchanged for a prize in the "goodie cupboard".

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Insurance

InsureandGo

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The company's mental health policy aims to create an open and honest workplace where line managers and employees can discuss problems, and ensure that the necessary support is offered to staff when needed. It has also asked to join the Workplace Mental Health Charter and is looking to appoint mental health first-aiders.

Managers are responsible for working with staff to identify their development needs through appraisals, one-to-one sessions and coaching to make sure they have the opportunity to review their personal development plan. Employees are given regular feedback on their performance.Employees also have the opportunity to complete professional qualifications through an apprenticeship.

InsureandGo staff took part in the Ride London Essex 100 event in May and raised £6,884 to help Diabetes UK. The company has previously teamed up with Make Southend Sparkle and volunteers collected waste and plastics along Southend beach. On volunteering days, they undertook DIY and gardening jobs at a Havens Hospice.

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Consultancy

Archus

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Archus's ethos is to be inclusive, respectful and supportive, enabling every person to be a unique individual and thrive. It's proud of its diverse culture, and takes steps to ensure it is part of the company’s DNA.

Archus has introduced a mentor programme, allowing staff to be linked to someone who is not necessarily in their local team. The aim is to help them set and achieve personal and professional development objectives and progress through learning from their peers in management positions.

Archus staff took part in a sponsored walk, donating more than £3,000 to the Tafika Fund, in Africa, in support of a healthcare facility. They also volunteered at Newlife, the charity for disabled children, in Birmingham, and completed the Three Peaks Challenge in aid of a heli pad for Manchester Children's Hospital.

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Financial Services

Teachers Building Society

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The society works with Wimborne Foodbank and pre-pandemic this meant dating tins and stacking shelves, among other tasks. During the pandemic it has donated food and cash to help with increased demands. It has also planted a bee-friendly garden at the front of the building as part of Wimborne War on Waste.

Colour profiling was introduced as a means to improve internal communication, a key area for action following the organisation's last large survey. Initially approached with scepticism by some, the profiling has been transformative - so much so that it is now part of the company's DNA and used from the first day of employment.

The society promotes and develops staff and regularly has internal movers from its business-support areas into technical and professional roles. It has recently committed to sponsoring the head of sales and marketing through a master's degree in strategic leadership at Loughborough University.

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Business Services

OryxAlign

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Oryx Align supports personal growth by providing a variety of training courses through Udemy licenses and internal training sessions. The company's focus on individual development plans and the promotion of internal talent underscores its commitment to growth.

In addition to private healthcare and pension contributions, Oryx Align supports its employees through financial contributions to help with energy bills. This commitment to fair treatment extends to free financial advice through its partnership with Schroders.

Oryx Align's leadership team ensures transparency and alignment through regular company update meetings, led by the CEO. The company's values are reinforced through a 'Living our Values' award at the annual awards ceremony.

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Not For Profit Body's

Skills for Care

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The organisation offers a variety of development opportunities, including internal training sessions, mentoring programmes, and specific manager training. It encourages employees to create individual development plans, fostering a culture of continuous learning and growth.

Managers at Skills for Care are equipped with training in Compassionate Leadership and benefit from the support of People and Development Partners. The company ensures that managers are well-prepared to support their teams, fostering an environment of trust and care.

Skills for Care promotes team spirit through regular meetings and social activities, alongside team development days focused on charitable activities. The organisation recognises the importance of building strong, supportive relationships within teams, fostering a sense of belonging and camaraderie.

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What are companies doing with regards to 'Personal Growth'

What effect will focus on the 'Personal Growth' factor have?

Birkett Long LLP

Audit Scotland

Abri

Age Well East

UKSA

InsureandGo

Archus

Teachers Building Society

OryxAlign

Skills for Care

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