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.
The Furniture Practice foster an open and honest environment and encourage staff to learn from each other. This is reflected in fortnightly company meetings where all members of staff are encouraged to contribute and present. They acknowledge achievements, discuss lessons learned and share notable projects and events, this is then followed by socialising at their in-house bar.
Every person who is recruited into the business meets with at least one of the directors to ensure that there is an emotional fit as well as a business fit. Senior management will include junior members of staff in the recruitment process as their perspective is important.
Every person who is recruited into the business meets with at least one of the directors to ensure that there is an emotional fit as well as a business fit. Senior management will include junior members of staff in the recruitment process as their perspective is important.
Throughout the year, Techmodal arrange regular visits to other organisation's for their staff. Recently this included an event with the Royal Logistics Corps and a visit to one of Amazon's fulfilment centres.
Flexible working initiatives are available for employees at Techmodal, which include: compressed hours; home, remote or teleworking; career breaks and sabbaticals.
Techmodal reward employees for their continued efforts with initiatives including: staff discounts; free life insurance; profit related pay; and performance related pay.
Stickyeyes are passionate about supporting staff using a person centred approach, and finding suitable learning and career opportunities for all. All employees have monthly 1-2-1's where they can discuss their career and development plans with their line manager.
Department heads are offered mentoring and 1-2-1's from the Executive Team. They also use tools such as insights to support their Senior Team in working more closely together and understanding themselves further as managers.
Stickyeyes offer monthly massages to all staff and have introduced flexible working and holiday trading to give the team more control over their working hours and patterns.
Team Leaders and the Quality team listen to sales calls made by employees, which take place every day, to measure them against a specific set of criteria to ensure their performance is consistent and therefore continually improving.
StepChange offer specific training for progressing in other areas within the business, for example becoming a Team Leader. The 6 week course is available to anyone within the organisation. Every single one of their Team Leaders have progressed internally, making this course even more appealing.
StepChange offer specific training for progressing in other areas within the business, for example becoming a Team Leader. The 6 week course is available to anyone within the organisation. Every single one of their Team Leaders have progressed internally, making this course even more appealing.
Stay Original Co run an Employee of the Month scheme. Managers from each site can nominate an employee for great service and going above and beyond what is expected. The successful individual is awarded £100.
Stay Original Co run an Employee of the Month scheme. Managers from each site can nominate an employee for great service and going above and beyond what is expected. The successful individual is awarded £100.
Stay Original Co have introduced a Stress Policy with training for all managers to ensure that if they do come across any individual showing signs of stress then they are equipped to help them.
In July 2019, SSQ held a companywide reward trip to Marbella, Spain. The trip was a celebration for reaching their financial target, and was unique because it allowed everyone across the business (including their overseas offices in Europe, Asia and the Middle East) to attend.
SSQ believe that every business should take responsibility for the development of its employees, both work and non-work related.
In July 2019, SSQ held a companywide reward trip to Marbella, Spain. The trip was a celebration for reaching their financial target, and was unique because it allowed everyone across the business (including their overseas offices in Europe, Asia and the Middle East) to attend.
Savvy offers a very intensive and inclusive induction programme. Before any new recruit starts at Savvy they send them out an electronic Savvy Welcome Pack - complete with their role description and details of their induction programme including what to expect on their first day.
Savvy offers a very intensive and inclusive induction programme. Before any new recruit starts at Savvy they send them out an electronic Savvy Welcome Pack - complete with their role description and details of their induction programme including what to expect on their first day.
Savvy champion communication. Every summer they have an away day where they provide a strategic company update and a team building activity.
Resourcing group actively promotes flexible working, enabling employees to have an appropriate work-life balance.
Board meeting introductions give all employees the opportunity to join senior management and understand all areas of the business.
The CEO endeavours to create and maintain excitement among employees by remaining open about the journey the company is taking. Twice a year they participate in north to south Roadshows, visiting every Resourcing Group office to connect with regional staff and recognise as many individual achievements from across the group as possible.
Every employee has a bespoke induction programme based on the job role, their experience and whether the role is office or field based. Field based starters have an extensive programme of training and job shadowing of between 2-8 weeks, depending on the role.
PSL have greatly increased the use of Skype/Microsoft Teams meetings where possible and they have also encouraged clustering meetings both in terms of timing and region. Staff are encouraged to use public transport where possible.
Every employee has a bespoke induction programme based on the job role, their experience and whether the role is office or field based. Field based starters have an extensive programme of training and job shadowing of between 2-8 weeks, depending on the role.
In 2019 Portico launched monthly wellbeing initiatives, and have engaged with three expert trainers to support body and mind.
Employees continue to drive their L&D agenda with breakfast sessions each quarter to understand from their Managers what is important to them and areas of focus. Their training calendar is created quarterly to ensure they are creating programmes that are adding value to their people.
An array of benefits are available to employees at Portico, including: Performance related pay, Profit related pay, Free life insurance, Free private healthcare and an Employee Assistance Programme.
Looking for more information on our solutions? Let us know how we can help and the right member of our team will be in touch shortly.
