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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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Property

TopHat

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TopHat aims to offer equal opportunities and wants to encourage more women into the business. It has begun internal apprenticeship schemes in lean manufacturing and has employed young people through the government's Kickstart Scheme. It provides opportunities for people with disabilities and has, in the past, worked with ex-offenders.
The senior team has articulated a clear strategic plan that focuses on business growth. Key objectives are shared with all members of the organisation so that everyone understands how vital their roles are in delivering the organisational goals.
The company says it offers excellent training and development opportunities, career progression and the use of new robotics technology. Managers undertake first line manager training and there are executive development programmes for senior management and early talent.
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Business Services

Eco2Solar

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Eco2Solar believes that learning and growth among staff encourages high-performance working. The company encourages all team members to be satisfied and independent. It is committed to investing in them and supporting their career goals, whether it's internal promotion, a professional qualification, an NVQ, or even the flexibility to pursue a passion project.
The company aims to be carbon neutral and has set up a cross-functional group of employees who are passionate about the environment. Its fleet is moving towards electric and hybrid vehicles, solar panels have been installed at the Kidderminster head office and electronic documents have replaced printed ones.
The organisation does not believe in performance-related pay, since it is a temporary bonus, but that staff should be paid well; increases should be permanent and included in take-home pay. A 'Kudos Board' allows employees from all areas of the business to recognise and applaud excellence, innovation, fairness and trust wherever they find it.
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Technology

MyBuilder.com

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MyBuilder's cycle-to-work scheme includes showers, a bike maintenance station and ample space for cycles. Subsidised lunch is provided for those in the office. The kitchen features a well-stocked drinks fridge and a barista-grade coffee machine. The London office has a gym and there are ping-pong tables, plus foosball and dartboards for moments of downtime.
Through the company's training and development programme, staff benefit from a yearly allowance of up to £1,000 to boost their professional development. They are also given up to five days off to attend training, conferences and online courses.
MyBuilder became a hybrid workplace last year. Most staff chose to work remotely or spend two days in the office, with a smaller number working full time on site. One of the things that makes MyBuilder a great place to work is the relationships people have formed. To maintain that, monthly team gatherings are encouraged.
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Manufacturing

Nippon Electric Glass (NEG)

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Nippon actively promotes fundraising through its internal Wellness Team. Each year, colleagues are given the opportunity to nominate a 'Charity of the Year', which in 2022 is Wigan and Leigh Hospice. Plans for fundraising events, such as raffles and dress-down Fridays, are underway. The business makes its own contribution at the end of the year.
To help with succession planning and knowledge gaps within the business, NEG has recently introduced an internship programme, extended the number of apprenticeships it has available and sourced market experts into newly created roles. It’s also introduced internal and accredited leadership programmes and used knowledge sessions to strengthen employees’ understanding of glass.
Managers receive a variety of support to help them in their roles, which can include sponsorship for further education, mentoring programmes, job shadowing, secondments and coaching from both their own line managers and recognised coaches.
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Marketing & Media Agencies

Absolute Digital Media

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Absolute Digital Media is proud that 14% of its staff grew up outside the UK, 29% have a degree, 42% were hired before they turned 21, 55% of senior staff are women, 53% of staff are women and 30% of staff can speak a language other than English, including Russian, Urdu, Polish, Hindi and Greek.
Incentives to ensure staff want to stay with the company are regular team activities, online and in-person, the ability to work from Europe, private healthcare, discounted gym membership, three wellness days, team trips abroad, a free choice of books from Amazon to enhance development and wellbeing and gifts for birthdays and anniversaries.
Teams have detailed training plans, showing where each member is and how they can take their role up a notch. These are reviewed regularly by management, to make sure everyone is on track to achieve the next big goal. Individual interests are respected and staff are given the chance to try new roles.
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Not For Profit Body's

The Consumer Council

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Since the last survey, the council has sought to provide permanent jobs and rely less on temporary workers via agencies. This has increased the head count by almost 50% in the past 12 months. Staff away-days have also been introduced and the council is seeking to improve communication and engagement.
The Consumer Council invests heavily in learning and development for staff to promote personal and professional growth, as part of its retention strategy. It means an average of £1,500 is spent on each person, per year.
Newsletters covering topics such as health and wellbeing are sent to staff. Directorates and teams have WhatsApp groups to communicate with each other and the council also has all-staff and wider leadership team WhatsApp groups. At a monthly, remote, all-staff meeting, one of the teams gives a presentation on a project it is working on.
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Technology

FX Digital

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An employee-run mental health and physical wellbeing group meets fortnightly to discuss and implement changes across the business, such as its 'Wellbeing Week' initiative held in January. It also provides Vitality Health Insurance for employees to encourage better physical and mental health, as well as providing mental health coaching once a month.
Each week employees are given half a day to focus on their personal growth, whether it be participating in training to further skills for a work-related project, or for their own interests outside of the business. Some of the team used this time to work on an AI recycling app, unrelated to their usual projects.
As well as sponsoring a local children's football club and providing teams with kits, employees also planned a workshop for a local primary school during their STEM week, aiming to inspire more women into the tech sector. In 2021 staff chose to support MIND Mental Healthy Charity by donating money to the cause.
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Health & Social Care

Millennium Support

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Two of the most popular support groups on the wellness portal of the MyMillennium app are Millie Let's Get Healthy and Millie Mind Matters. The company also has an employee assistance programme and provides other wellbeing initiatives, such as a cycle-to-work scheme and yoga sessions.
Managers discuss results of surveys with their teams. The combination of these listening groups and the survey results enables them to create an action plan that is specific to their teams. It has led to managers thinking differently about how and when they hold team meetings, how they communicate and about team-building events.
Talent programmes are populated through bi-annual reviews. Everyone has a regular one-to-one "developing talent" discussion. Those who are identified as having potential for more senior roles are put forward for fast-track talent programmes that consist of six workshops, coaching and a business project. The learning content is available to all staff.
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Retail

The White Company

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The White Company's wellness programme takes a holistic approach to everyday wellbeing. Centred around six key areas, it focuses on everything from maintaining positive mental health to promoting a wholesome, nutritious lifestyle. The six key areas are 'Focus', 'Prosper', 'Nourish', 'Community', 'Restore' and 'Move'.
Understanding the importance of employee recognition, The White Company utilises its annual conference to recognise the hard work and efforts of its staff through its highly anticipated 'PRIDE' values awards. Employees are also provided access to an internal benefits hub, Perkplace, where they can find a number of benefits and discounts.
Dedicated to providing each and every colleague the opportunity to develop both personally and professionally, The White Company motivates and inspires staff through regular 1-2-1's, succession planning and talent framework sessions, specialised external courses and an internal e-learning platform hosting an abundance of training materials.
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Business Services

The ExcluSec Group

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ExcluSec employees can request training for refresher courses or to learn new skills. This empowers team members to be responsible for their own training and development. Employees are also provided with access to an array of online courses through the company's online portal.
As part of The ExcluSec Group's commitment to giving something back to the communities it works within, the organisation made a donation of £250 to its nominated charity partner, Once Upon a smile, as as well as three other charities chosen by ExcluSec employees.
Recognising the importance of wellbeing, ExcluSec's wellbeing package for staff includes an Employee Assistance Programme (EAP) providing 24-hour GP services and a health cash plan, as well as other benefits. The company continues to promote the importance of mental and physical wellbeing throughout the organisation.
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