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What are companies doing with regards to 'Personal Growth'

Learn about the Factors Effect Model

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

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.

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Recruitment

Talent Works

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Talent Works encourages employees to take paid volunteer days. They have been given information on local and national charitable initiatives such as telephone befriending services. This year the business will be supporting a local charity and staff will run the London Marathon on its behalf.
Talent Works has rolled out a new benefits platform which provides remote fitness and wellness activities, ranging from yoga to those for alleviating back and neck pain. The business also provides a healthcare scheme which enables employees to access therapies such as physiotherapy, osteopathy and acupuncture, funded by the business.
Staff are encouraged to have a development plan with SMART objectives. Some teams also have career pathway documents which allow employees and managers to score and track progression for those wanting to take a step up in their career.
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Charity's

St. Gemma's Hospice

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Wellbeing initiatives include sessions on resilience, looking after yourself, managing time and managing stress. Clinical supervision has been increased and there are counsellors on site to deal with immediate issues. Relaxation and mindfulness sessions, as well as recordings, are available and a wellbeing week focuses on all areas of mental and physical health.
An external provider has been used for team-development training, as well as to encourage cross-team collaboration. Monthly IT skills sessions help staff to improve their technical know-how. The hospice has a bespoke clinical leadership course. Nursing staff are supported through nationally recognised courses, including non-medical prescribing and master's and doctoral degrees.
The hospice's ambition is to develop an accessible leadership and management framework that outlines leadership expectations, behaviour, and training opportunities, as well as a managers' competency checklist setting core standards for those who have line management responsibility within the hospice.
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Technology

SourceBreaker

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Teams have champions who encourage cross-departmental collaboration. For example, the customer success team has product, sales, operations and marketing champions. They take responsibility for relaying key information from their respective departments and looking at how customer success might work with those departments and improve processes.
The future leaders' programme aims to develop the next generation of leaders, as well as show staff that the company is investing in their careers. It also serves to increase buy-in to its vision. Each session focuses on understanding what the business wants to achieve and the part future leaders play in it.
SourceBreaker has early-finish Fridays, when work stops at 3pm, it offers 30 days' annual leave on top of bank holidays and a "work from anywhere" policy, so staff can go on holiday and stay on to work from that location for two to three weeks more.
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Financial Services

Skipton Building Society

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The Menopause Network promotes normalisation of, education about and support for women experiencing the peri-menopause and menopause. The group strives to help others understand what going through these life stages means, not just to aid women’s understanding of this transition, but also to help partners, friends, colleagues and family to understand better.
Strong emphasis is placed on listening to colleagues and responding to feedback, through pulse surveys on topics such as the society's reward offering and performance framework, full engagement surveys or focus groups that delve deeper into specific topics.
Skipton enables colleagues to drive their own development and growth through "playlists" that give them access to self-directed learning when the time is right for them. During Building a Better You week, sessions to promote the learning available took place and, since then, attendance has increased.
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Education & Training

MPCT

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The college's approach to wellbeing starts with a monthly payment that can be put towards any wellbeing activity. The college also offers exercise classes, provides fresh fruit and encourages lunchtime walking clubs. Drop-in clinics and mental health workshops are also available.
Senior managers live and breathe MPCT's values and the Pride award is given by senior managers to staff in recognition of their commitment to the values. There is public recognition and reward weekly. Badges are also given out by senior managers to staff who demonstrate the values consistently.
MPCT's talent-management policy promotes growth and development through the Rising Star programme. An employee can apply to join and receive training and development to take them to the next level. The programme has created 22 internal promotions in the past year.
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Housing Associations

Kingdom Group

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Kingdom was one of the first social landlords in Scotland to introduce dementia training to staff and the first organisation that operates across Fife to receive the Dementia Friendly Fife award. Working with Alzheimer Scotland and Fife Council it attained Dementia Friendly status.
Last year, the Kingdom Academy was launched. Its aim is to help staff achieve their potential. It covers four areas: "my induction", which includes buddy programmes and e-learning modules; "my development", which embraces job-shadowing and formal training programmes; "my future", which takes on board career journeys; and "our values", which spans the company's values.
Through the Chief Executive Small Gift Fund, staff sent out 489 small gifts to tenants, and feedback from the recipients was rewarding. There are also Initiatives to help tenants such as those in fuel poverty by offering warmer-winter packs, fuel bank vouchers and help from the association's energy hardship fund.
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Charity's

Contact

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Contact collaborates with other charities. It chairs the Disabled Children’s Partnership, a coalition of 100 charities, and uses the relationship to research and campaign. It also works with the Pears Foundation, which provides funding, and the Department for Digital, Culture, Media and Sport to get grants for smaller charities and parent-led groups.
A "lunch and learn" programme is run for staff by staff. An online learning platform contains mandatory courses as part of the induction process. Staff are encouraged to use the resources regularly. Membership of the National Council for Voluntary Organisations means all staff can access its resources.
The charity has reviewed and expanded its equality and diversity policy and refreshed its recruitment policy to be more actively anti-racist. A head of inclusion and organisational development has been recruited to drive its equality, diversity and inclusion policies. All staff and trustees have completed unconscious bias/anti-racism training.
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Education & Training

Bridgend College

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Cross-college continuing professional development days bring staff together to take part in group workshops. Team away-days, bring-your-dog-to-work day, planting sessions and celebratory events on national days all help to encourage staff interaction.
Last year, an equality, diversity and inclusion adviser was appointed to help increase diversity and create conscious inclusion across the college in line with its "be all that you can be" mission and to foster an environment where students and staff feel as though they belong.
Performance and development reviews are an essential tool in helping managers understand what motivates their staff and support their wellbeing and personal development. An Ignite mentoring programme is being developed to help staff in lower bands acquire the abilities and confidence to compete for higher-level posts.
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Technology

Appello

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A team of staff produces a bi-monthly newsletter, The Wrap Up, which is sent to the whole business. It provides updates on new joiners, career changes, promotions and births, as well as spotlighting particular departments, products or processes.
Senior managers have been leading from the front in making adjustments within their teams to support more flexible working and developing internal opportunities for people to carve out a long-term career with Appello.
Development is supported through succession-planning and encouraging staff to apply for internal roles, before jobs are advertised externally. Since the last survey, more than 20 staff have been promoted or transferred to fellow departments to progress their careers and widen their skill sets.
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Recruitment

Leap29

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Every employee is offered a formal training plan upon joining the company, tailored specifically to their career aspirations. This plan, along with a dedicated 1-2-1 mentor, provides them with the right tools and opportunities to progress. Every staff member can attend ‘Wednesday Workshops’, covering everything from new skills to looking after their mental health.
A culture where a healthy work/life balance is strongly promoted is in place at Leap29, and employees are encouraged to take advantage of flexitime, early finishes on Fridays, additional holidays, and regular breaks. Routine check-in calls with managers and the HR team take place to ensure no-one is feeling overloaded.
All managers are given an experienced mentor within the business to help and offer guidance. Along with this internal support network, managers and future managers are given access to a Leadership training program. This includes personality-based training where their natural skills are utilised to improve their leadership.
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