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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.
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.
Employees can choose one course per quarter from the Personal Development scheme. These courses can range from Mental Health First Aid, learning a language, courses to Build your Resilience, be a More Productive You, Yoga, Mindfulness and Meditation.
Employees can choose one course per quarter from the Personal Development scheme. These courses can range from Mental Health First Aid, learning a language, courses to Build your Resilience, be a More Productive You, Yoga, Mindfulness and Meditation.
Opus have a monthly newsletter within which they have a section named 'Lets talk Opus'. This gives employees the opportunity to anonymously put forward any questions, challenge anything or discuss topics they deem important.
O'Neill & Brennan give new employees a welcome box which is delivered to their desk in time for their first day. The welcome box contains a branded notebook, coffee cup, water bottle, USB, pen, company handbook and welcome postcard.
On a day to day basis, the owners who are based at their head office make an effort to walk around the office and say hello to people, often stopping to have conversations to find out how things are at work and in their personal lives.
On a day to day basis, the owners who are based at their head office make an effort to walk around the office and say hello to people, often stopping to have conversations to find out how things are at work and in their personal lives.
All permanent employees are granted share options which gives them a sense of ownership of the business that they are working for.
As part of Nutmeg's benefits package, employees have access to an Employee Assistance programme through Vitality. Their online coaching platform, Thrive, also has trained coaches in dealing with anxiety.
As part of Nutmeg's benefits package, employees have access to an Employee Assistance programme through Vitality. Their online coaching platform, Thrive, also has trained coaches in dealing with anxiety.
Mount Anvil are transparent in communications to their teams, giving the relevant context to business decisions. Their leaders share notes of their meetings on the company's intranet to provide transparency of business decisions.
Rather than structured Learning and Development pathways, Mount Anvil focus on truly allowing people to lead the way in terms of their own development. Teams proactively organise activities to support knowledge share, and cross-functional training is regularly organised.
Rather than structured Learning and Development pathways, Mount Anvil focus on truly allowing people to lead the way in terms of their own development. Teams proactively organise activities to support knowledge share, and cross-functional training is regularly organised.
As well as other events and away days, there is a Celebrating Success budget which allows teams to arrange their own events locally, such as boat trips and escape rooms.
The organisation pay for two annual professional subscriptions for all employees which allows them to access journals, materials, training courses and CPD events for free.
MLM recognise employees who go the extra mile to demonstrate MLM's Values and are outstanding role models through their Reward Scheme. One award is given alongside a celebration lunch and employees are gifted a voucher worth £1000 and a trophy.
A comprehensive technical and core skills programme is in place through their Academy. The Academy enables them to capture and share knowledge, fostering a culture of learning and creating an intellectually stimulating environment in which they all thrive.
Each new joiner will have their own bespoke induction programme which is designed to ensure they have everything required for their new roles. Induction is structured to give a high level overview of the firm, its future goals and objectives while instilling the core values and history of the firm and why this culture is important.
A comprehensive technical and core skills programme is in place through their Academy. The Academy enables them to capture and share knowledge, fostering a culture of learning and creating an intellectually stimulating environment in which they all thrive.
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