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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.
Open GI champions a blended learning approach. It believes development happens in everyday interactions, not just through formal learning. Employees are encouraged to be insightful and make the most of every opportunity. The company’s personal growth resources include webinars and podcasts, as well as a wide range of content on its learning management system.
Wellbeing initiatives have continued to take place as part of a calendar of events. There have been initiatives centring around blood pressure, grief and loss, ADHD and Mental Health Awareness Week, amongst other important issues. There have also been improvements to the wellbeing section on the company intranet.
The company hosted a "sustainability day" to raise awareness about how employees can be more eco-friendly, inside and outside work. During the event, Open GI launched its electric vehicle and hybrid car leasing scheme, through which employees can buy an EV or hybrid vehicle at a reduced price through salary sacrifice.
Employees enjoy a morale-boosting 'office dog day' where one owner brings their pet to meet the team. Staff also benefit from a health cash plan, employee assistance programme and full health checks from a local gym. The team is scheduled to return before year end to check progress and celebrate employee achievements.
From meals out to charity challenges, meet-ups are planned in advance to ensure everyone can make them. There's a Town Hall every quarter for business updates, staff awards, food and social time. And Christmas and summer events, including a ball, encourage colleagues and their partners to catch up and let their hair down.
There's a generous annual budget for learning and development, and employees are encouraged to request any training they believe would benefit their roles, from degrees to professional courses. And the company works with staff with specific career aspirations to formulate career pathways and development plans.
Employees benefit from regular communications and opportunities for feedback. 'The Loop' is sent out weekly, and there's a dedicated employee forum and monthly' virtual coffees' where the leadership team gives updates and answers questions. The Chief Executive leads an annual Town Hall reinforcing key principles, thanking colleagues and celebrating successes.
Employees who recommend a successful hire get £250 three months after the new recruit starts – £500 if the starter is in a more senior position. And awards are also made to team members who successfully recommend somebody for a temporary or fixed-term vacancy. They get £50 in shopping vouchers.
All employees get dedicated time with their line manager for two annual performance development reviews. All staff have access to online learning, and the organisation is undertaking a learning needs analysis to capture CPD for each directorate and any informal coaching needs. It also plans to introduce an accredited management development programme.
Its new Consultus Way of Working (WoW) encourages proactive communication between teams. It is a collection of tried and tested tools and techniques to help its business encourage continuous improvement. It covers everything from first-time managers struggling to set their team objectives to implementing RACI as part of project delivery.
Consultus has many success stories such as Alison’s. Since starting as a receptionist, she has had several promotions, and she now holds a director position at the company. "Working for Consultus provides huge opportunity for its employees and I am living proof that through hard work, focus, and determination the sky is the limit.”
Consultus supports many charities such as Hope Against Cancer. More recently, it became involved in clean and green schemes in Leicester city centre and became a sponsor of Maidenhead United Football Club and attends match days to raise more money for Hope Against Cancer, raising over £500.
It has action groups such as S.H.E Champions, a charity committee, and a wellness group which actively engage employees in activities and projects aimed at promoting wellbeing, diversity, charitable endeavours, and overall health. It also provides access to Medigold Occupational Health Support, offering employees valuable resources for managing their health.
Employees are encouraged to create a Personal VTO (Vision Traction Organiser), outlining their personal and career aspirations for the next one to five years. This document serves as the basis for a discussion with their manager, and any necessary training opportunities or flexible work arrangements required to support their personal objectives are identified and prioritised.
Voted for by staff, Dura’s local, environmental, and national charity partners are close to employee hearts. For 2023-2024, it has chosen to fundraise to support the work of EACH (East Anglia Children’s Hospices), Essex Wildlife Trust, and MIND. It also holds regular upcycling days and other well-publicised events to raise awareness of these charities.
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