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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.
Hallam has a social channel dedicated towards recognising achievements where employees can nominate one another for going the extra mile or being a great colleague. At the weekly get together the person with the most nominations receives a prize, usually a gift card or a day trip.
Hallam has three training tracks: leadership, specialist, and consultant. During the pandemic Hallam delivered comprehensive training including a reading programme and online courses in assertiveness, machine learning and design. It also launched a programme called Unity to promote integrated working and communication.
Hallam's mental health and wellbeing programme includes trained mental health first aiders, free counselling, training on resilience, meditation and purpose, and access to peer coaching. Hallam also works to create an atmosphere of psychological safety and a culture that encourages a sense of unity and togetherness.
To thank its team members in the north east for their efforts, commitment and resilience during an unusual year Haines Watts stopped work on a Wednesday afternoon and encouraged everyone to do something they enjoyed and had afternoon tea delivered to their homes.
Haines Watts promotes employee development by showcasing stories of those who have completed its award-winning talent programmes which earned it Silver for Employee Training and Development at the UK Employee Experience Awards in 2020. The Leadership Development Programme has transformed learning and development at the firm.
During Stress Awareness Week one of the managing partners shared his story about his mental health and this year Haines Watts has run a national mindfulness training programme and staff also took part in quizzes, yoga and fitness initiatives to boost morale.
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In 2020, as part of its commitment to diversity and inclusion Goodstuff launched its D&I network: the Do the Right Thing Council. The Council is made up of eight working groups covering different areas of diversity each spearheaded by a Partner in a leadership role.
All training programmes have continued during the pandemic during which time 30% of Goodstuffers gained a qualification from the industry's governing body, the IPA. Development opportunities include Manager's Academy, a six-month programme for all managers and regular all-agency training talks which everyone is encouraged to attend.
In addition to mental health workshops, staff have free access to online fitness classes, and Goodstuff launched an agency 'Couch to 5k' group. It also ran a Feelgood Week, with activities including a crafty cuppa, one on one mindfulness sessions, a nutritionist talk and financial planning advice.
Team leaders – and all employees – were able to access coaching and mentoring throughout. GMCA also piloted a reverse mentoring scheme and initial feedback has been excellent. It organised resilience workshops for all staff, as well as specific training around resilience for managers.
GMCA has continued with operational training, after an initial pause at the start of the pandemic. Now done in a Covid-safe way, development moved online through e-learning, webinars, and other platforms. The organisation received excellent feedback after two very well-attended events, ‘Learning at Work' week and a ‘Festival of Learning'.
Lots of teams do lots of different things to try to replicate some of the things they are missing about the office, including randomised coffee meets, huddles, quizzes, escape rooms and more. GMCA has installed new audiovisual equipment at all fire stations to support firefighters with group training, communications, and debriefs.
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GPS's Learning and Development Programme offers one to one coaching and mentorship for all managers. Breakfast Brainstorms and Lunch and Learns are available to all and bimonthly virtual presentations keep everyone in the loop. Through its emerging leaders programme participants receive the Star Manager level 4 certificate.
Company healthcare, assistance plans and financial wellbeing sessions help its workforce keep well. Nobody was obliged to return to the office full time once its doors opened and flexible working is supported. Home office equipment was offered to all staff during the pandemic to ensure their physical wellbeing.
A signatory of the Women in Finance Charter, GPS is dedicated to promoting female talent in the sector. Men are also supported and last November staff raised money for mental health charities by taking part in Movember. Virtual breakfasts and blog posts also helped spread awareness of men's health issues.
It was paramount for the company to maintain a regular training rhythm during the pandemic and digital learning made sessions more flexible. The company ran an onboarding session with the education team to allow new starters to understand better the history, culture and products.
The firm also increased the frequency of 1-1 catch ups, introduced a virtual Covid hub with key information on mental health and wellbeing including managing yourself and others and it also launched a Facebook page to share additional social activity.
For 16 years ghd has supported Breast Cancer Charities globally and has helped raise $20 million through annual limited-edition collections and awareness campaigns. It no longer uses silica gel within its supply chain, replacing it with a non-toxic, chemical free and is fully biodegradable.
Development opportunities include the Leading the Way and Momentum management programmes and apprenticeships to develop new talent. Recent training has included how to effectively manage and support remote teams, a mental fitness training workshop, safety training and courses in competition law and anti-bribery.
During the pandemic the Fulcrum family swung into action with daily wellbeing calls to every employee, helping colleagues stay in contact by encouraging virtual cuppas and lunch dates, TikTok challenges and online competitions. Line mangers also had weekly 1-2-1s with everyone in their team.
During the pandemic Fulcrum prioritised and provided enhanced services to those helping combat Covid-19. This included speeding up utility connections for new homes for NHS workers, helping a hand sanitiser manufacturer scale up production quickly and helping a new NHS laundry open faster.
Managing directors encouraged staff to take lunch breaks and gave everyone an afternoon off to relax and do something fun instead of working. Each member of the leadership team also headed up a team in the 24 days of advent challenge completing 24 minutes of physical activity every day.
The bonus scheme is based on company performance and individual performance against personal objectives. As 2020 was such great year, everyone achieved more than 100% of their bonus with the managing directors giving everyone another 10% to recognise the great efforts and achievements during such an extraordinary year.
As well as carrying on with the normal work-based coaching and development during the pandemic, the firm boosted staff skills in Excel, project management and innovation and launched a management training programme. Freixenet Copestick also provides a weekly recruitment update to showcase opportunities across the company.
The council offers internships, work experience placements and apprenticeships, which can lead to a full-time job. It recently initiated a scheme with the University of Kent to develop a talent pipeline for the planning department and successfully recruited newcomers into graduate planning roles.
The organisational development team has delivered a full learning and development programme over the course of the pandemic, opting to embrace online methods and rolling out Zoom and Skype training. Managers asked for feedback and found that many people preferred the virtual learning experience.
Staff can get discounts at hundreds of retailers and hospitality venues through a Reward Gateway account. Winners of the authority's popular quarterly recognition scheme, who are nominated by colleagues for their commitment to key values such as Customer First, also receive £25 vouchers.
Staff get three working days a year to spend on learning and development and last year this was expanded to include volunteering. Farewill also runs remote Friday 5s where people sign up to talk for five minutes about something they have learned that week.
Farewill has sent staff care packages with goodies including desk plants and exotic teas to make working from home a little more fun. A number of non-work social channels have also been introduced on topics from photography and video-games to food and meditation along with film and book clubs.
Farewill has introduced virtual coffee roulettes using an app so team members can have regular coffee meetings with people across the organisation and the Hallway chat app notifies staff to take breaks during the day to encourage water cooler conversations.
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