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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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Not For Profit Body's

Exeter College

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One of Exeter College's strategic aims is for all staff to become "digital citizens", so last year it launched its “digital futures” skills training. The four-tier programme is designed to help staff to develop and refine their digital skills, as well as inspire them to undertake the next tier.
Staff have been working hard in the urban garden on the college's Hele Road site to make it "bee friendly" and will receive a plaque of recognition for their work to support the local bee population by planting areas and creating a suitable habitat.
All new managers at the college are assigned a personal mentor, which is usually someone from a similar role but from another area of the organisation. All members of the leadership team are offered sessions with an external coach, which they can use for professional support or help with managing challenging situations.
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Action Sustainability

Employees are contacted for regular wellbeing check-ins, are actively listened to, and have the assistance and support of Mental Health First Aiders within the organisation.

In order for employees to continue their own personal development and ensure they are learning and developing in a way that suits their role, Action Sustainability uses a competency framework to set out an individual career path for every role.

Managers are offered support in their roles through coaching and mentoring. There is also a peer sharing initiative for connecting with and talking to other managers in the organisation.

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Manufacturing

FUJIFILM Diosynth Biotechnologies

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Understanding the importance of mental health, FDB puts wellbeing at the forefront of the business. Initiatives such as counselling and occupational health are available to employees, as well as 40 in-house mental health first aiders to support those who may be struggling. Managers have also been enrolled on a mental wellbeing course to support teams.
The organisation offers a range of in-house training for all employees, including its Train the Trainer programme, for employees who wish to become a trainer, and its Transactional Management Development and Transformational Leadership Development programmes that support its talent management strategy. It has also developed in-house coaches and mentors to promote a blended learning approach.
The organisation continues to host a range of internal events for local and national charities such as MIND, Macmillan, and Brain Tumour Research, and supports local community sports clubs for children and adults. Match funds of up to £150 are given to individual employees, or £50 to colleagues participating in the same charitable event.
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Manufacturing

MBDA UK

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Dynamic working allows employees to work flexible hours to fit around their needs. The company also pays overtime for anything beyond its standard 37-hour contracted week. Employees can choose to have the monetary value of their overtime paid as part of their next month’s pay, or the hours can be converted to "flexi-leave" days.
Staff can claim £150 per year to support external learning, such as language lessons, software courses, football coaching and Open University modules. The Momentum and Connect programmes focus on personal development, backed up by Careerbuilder, which incorporates videos, e-learning modules and enables staff to build a CV and receive feedback.
All news starters have two inductions. The first is led by the individual’s manager and focusses predominantly on their role. The second induction is delivered at a later date and acts as an introduction to the wider business, with sessions led by leaders of each department across the business to encourage inter-departmental collaboration.
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Property

Sewell Group

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Seeking to provide impactful development opportunities for all, Sewell offers a range of programmes including its talent pipeline, Mentor Ship Programme, and ‘Talent takeaway’ – from which employees can choose from a menu of courses. This year the organisation placed a focus on its leadership discovery programme, inspiring and developing future leaders of the business.
For any employees struggling with their mental health there’s an increased number of mental first aiders on hand to provide support and guidance. There’s also useful resources and helpful assets on offer for all employees, including suicide awareness training, ‘Grocery Aid’, and ‘Stress Busters’.
The group donated timber and stones to community gardens and allotments, as well as offering upcycling workshops and encouraging ecology projects such as building bird boxes and bug hotels. Staff are encouraged to participate in litter picks and recruit Green Champions across the business who act as environmental ambassadors for the group.
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Not For Profit Body's

Hull University Students' Union

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Wellbeing is a priority for the union, which has joined up with the Mindful Employer Charter to give staff access to a 24-hour hotline, seven days a week. Staff are encouraged to take regular breaks throughout the day and support is given to managers to help them deal with those employees struggling with their wellbeing.
The organisation supports its employees’ development in a number of different ways. This includes regular opportunities for staff to attend paid-for training programmes that complement their roles. The union’s team of presidents also attends a residential programme, where external facilitators come in to deliver training and development.
As a registered charity, Hull University Students' Union’s primary purpose is giving something back to the community. Students are encouraged to organise and participate in fundraising events through the Raise and Give society, benefiting numerous charities. Employees are also given corporate social responsibility days to volunteer and develop within the community.
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Insurance

Covéa Insurance

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This year Covéa launched ‘VIBE’, a new approach to performance management using coaching to help employees develop a leadership style to support their people in setting goals. The company also runs monthly development sessions for employees and offers Accelerate Mentoring Learning pathways to those interested in becoming a mentor or mentee.
Covéa offers a suite of wellbeing tools and services for employees, including 24-hour access to one-on-one support through its Employee Assistance Programme and internal mental health first aiders. The company has a vitality scheme that offers colleagues access to benefits such as free lunchtime workouts and opportunities to earn rewards for looking after their wellbeing.
Having launched its ‘100k Charity Drop’ this year, the organisation gave employees the opportunity to nominate charities close to their hearts to receive a share of £100k. Thanks to them, over 100 charities have benefitted from donations. Employees are also entitled to one match-funding donation and one sponsorship request each year.
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Financial Services

Leeds Building Society

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Developing-Insight sessions give staff the opportunity to find out about a project, initiative, topic, or area of the business they know little about. Recently, the Race Equality Forum hosted a session during Black History Month and the Gender Forum ran a session entitled Menopause in the Workplace.
Personal development-plan discussions identify managers' needs. They can select from modular development courses and have access to a people-manager mental wellbeing course and a society-wide Mindfulness programme. They can also be mentored through initiatives such as Mission Include, which focuses on supporting under-represented groups.
The society partnered with Dementia UK in April 2020 and has raised more than £300,000 for the charity. A savings bond that donates a percentage to Dementia UK and a staff fantasy football league contributed to the sum.
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Retail

Joules Group

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Every six months, staff receive a “thank-you” payment to reward them for their efforts throughout the year. It comes either in monetary form in their pay or as a voucher for a wide range of retailers that they can use on the company’s rewards platform.
The company is introducing a new induction and development programme and apprenticeship courses that all employees are eligible for. Training programmes are available that not only enable staff to progress within their career, but also to develop within their own roles. Managers have access to courses on the Fuse learning portal.
Joules has been investigating ways in which it can source materials sustainably and be transparent with its supply chain. An enhanced ethical-trading policy means it has graduated to full Ethical Trading Initiative membership.
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Retail

DFS

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Last year, the company's group support centre was refurbished to make it disability friendly. As part of the project, a member of the Inclusion Council advised on changes that would help those who are neurodivergent.
A hybrid working policy has been introduced for staff at the group support centre. It covers health and safety, employee wellbeing and responsibilities and expectations, along with support for staff and line managers. Showrooms' opening hours have been changed, as have the working patterns of delivery and warehouse teams, to aid a better work-life balance.
Staff have access to an internal learning hub which hosts a wide range of self-led digital courses and allows them to book workshops. The hub also hosts "how-to" videos and 1,000 modules that support personal growth and development.
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