Personal Growth - How employees feel about training and their future prospects
When it comes to Personal Growth, focusing on providing growth and development opportunities will make people feel invested in as individuals, so are more likely then to feel better about the Fair Deal factor.
Slack is the agency's heartbeat, with team members interacting on projects and industry developments to 'rate my plate' lunch sharing and parenting support. The office hosts' Crowded House' every Thursday to encourage social catch-ups, winter and summer company parties, and three work showcases a year to inspire and celebrate jobs well done.
Employees benefit from two bonus schemes. 'Made Born Bigger' is a performance-based annual cash bonus set against revenue goals, and 'Made Born Better' offers top-performing employees, voted for by the team, the chance to choose from a prize list including vouchers, new trainers, hotel stays and extra holidays.
Employees get time every week, month and six months to discuss their development. There's a clear progression framework so everyone can see the opportunities available and what they need to do to succeed. All staff have a learning and development budget and access to a learning library. There're also regular events on wellbeing and diversity.
Personal Development is a huge part of life at G3, with all employees encouraged to learn and develop both new and existing skills through a hands-on training programme. This aims to develop the next generation of G3 employees, whether straight out of high school, recent graduates or current employees looking to progress within their roles.
Colleagues can look forward to quarterly team events, as well as half-year 'all expenses paid' parties and regular Friday feasts. On the last Friday of each month, one team is given the chance to choose an activity of their choice, whilst those seeking sport can join in on Tuesday's 5-a-side football matches followed by beers.
G3 works closely with the Prince of Wales Hospice in Pontefract, participating in a number of fundraising activities whilst also donating a portion of its profits to the charity too. Since 2019, the company has also worked with chosen charity partner, Martin House Children's Hospice, donating £1 for every car sold.
The organisation asked its teams to have some fun and make videos to show how proud they are of what they do and the impact they have on our customers experience. It had a huge response with videos parodying Bake Off, M&S adverts, ABBA, game shows, Johnny Cash, and fairy tales.
VIVID’s internal talent programme targets non-managers who have a desire to develop into management. It has a rigorous selection process involving online tests and an assessment centre. It also has a job mentoring and rotation feature in the programme as well as virtual delivery of management skills by our own trainers.
The senior management recognise and reward employees across VIVID for living the values. Monthly winners of its Values Awards are communicated at the Let’s Talk VIVID monthly events and receive ‘love to shop’ vouchers. It also details the behaviours that the organisation wants all levels of staff to demonstrate in order to live its values.
Its attraction and retention strategies revolves around the importance of creating a workplace that is positive and purposeful and that fosters engagement. One way in which it secures such environment is to have strong leaders that are coached and developed to listen to people and to recognise and exploit their full potential.
It has now established a training team with its Learning and Development Lead and in-house Training Manager. They are dedicated to support the learning requirements of employees and teams. As it continues to build its learning culture, it has launched a number of learning platforms including LinkedIn Learning and Webshield Academy.
The Learning and Development Team are soon launching its new Management Development Academy to enable Trust Payments’ managers and leaders to develop the knowledge, skills, and attitudes to bring personal, team, and business success. It covers several modules including planning and organising, project management, problem solving, decision making, communication, and objective setting.
Robinwood Activity Centres develop children as individuals and as members of a team, with safety, enjoyment, and learning are priorities. It aims to respond to customer feedback to provide the best customer experience and to respond to staff feedback to create the best place to work.
Employees are selected based on their values and personal qualities. Having made this selection, it has extensive training opportunities to ensure they develop the necessary skills. All group leaders complete a 6-week induction training course before they take sole charge of any groups of children, during which they are supported by a buddy.
The centre runs a travel to work scheme which incentivises either walking or cycling to work. Staff can raise money for charity by either walking or cycling to work and entering details of this on the staff website. Robinwood make donations which amount to several thousand pounds each year.
Employees enjoy regular events, campaigns and activities thanks to the employee-led and award-winning health and wellbeing group 'Hapus.' It's organised 'Brunch & Babble' sessions, wellbeing walks, online bingo, men's mental health breakfasts and 'Walk in My Shoes' learning lunches to help people find out about experiences and backgrounds different to their own.
Staff now find it easier to identify and request training. They can highlight opportunities at any time rather than having to wait for specific points in the year. RHA supports technical and leadership development and encourages employees to attend networks and conferences. It's investing in training provision to increase the number of courses available.
Staff are involved in numerous projects and fund-raising initiatives. These include walking more than 20 miles to Cardiff to raise money for tenants' Christmas hampers, working with a local organisation to help young people learn construction skills and involving more than 400 people in health and wellbeing sessions, from community walks to chair yoga.
Quanta’s leadership encourage employees to live by company values through its rewards and recognition scheme ‘Qudos’. This recognises employees who exemplify the organisation’s values and is celebrated throughout the business. The senior management team live and convey the values through internal communications and employee reviews of gathering feedback on themselves.
It has introduced LinkedIn learning for those employees who have requested training in specific areas. It has also recently launched a new mentor programme where employees are paired with senior members of the business to mentor and guide them with professional advice, development, and or within a specialist subject matter.
During the last year, it has run collections for the local children’s ward – including an Easter egg hunt. Employees held a number of bake-off events in the office as well as taking part in the dragon boat race for its local hospice.
In April, it hosted its first Financial Wellbeing Week, highlighting the benefits it offers such as Westfield Health, Aviva Digicare, and its EAP. It has also hosted 'in-office' events such as Time to Talk Day and Brew & a Biscuit sessions to encourage people to come together to check in.
Peel provides a training library of events open to all employees to upskill within their role, from emotional intelligence to developing self-esteem and assertiveness skills. It also provides a Personal Development Plan (PDP) which are tailored to each individual, supporting their specific development needs. This reinforces its commitment to the growth of its people.
Employees took on the Great Manchester Run raising a total of £1,682 for Once Upon a Smile. Employees also took part in a special volunteering day to mark World Environment Day - encouraging worldwide awareness and action for the environment. It also plans to raise money at Tough Mudder and MacMillan Coffee Mornings.
Following feedback, the charity's top team are doing more to keep their employees in the loop. This includes monthly live Q&As, quarterly video updates on organisational priorities, regular emails and site visits. There's also a quarterly presentation to the leadership group cascaded to all employees via the 'TeamTalk' meeting pack for line managers.
Clinical teams get in-house CPD delivered by PDSA's own clinical experts, providing learning opportunities for subject matter experts and attendees. The charity offers around 20 placements for newly graduated clinicians, with staying on in permanent roles. And there are also apprenticeship opportunities for staff to develop their skills.
Around 400 managers and leaders are enrolled on a six-month leadership development programme covering practical and theoretical topics to help them better understand their teams and feel more equipped to lead them to success. Participants are encouraged to 'buddy up' to create a support network across the organisation once the training is complete.
Its holistic therapy service offers colleagues an opportunity for physical and mental wellbeing. All staff are supported and enabled to take time out within the week to access time for a range of therapies, which promote both physical and mental health agendas. Staff feedback from a short course of massages has been universally positive.
The organisation has introduced 'team in the spotlight' at its membership meetings. Open to all staff and community members, it encourages a deep-dive into a department and service to greater showcase and understand the work of the team along with challenges and good practice they have faced and developed.
As the company supports placements for healthcare professionals, an education and learning environment is evident across its services. Individual development requests are also encouraged. These are peer reviewed by managers, over 90% of personal study leave requests are supported immediately. In the last year, it has appointed two new roles of 'Professional Development' leads.
Looking for more information on our solutions? Let us know how we can help and the right member of our team will be in touch shortly.
