What are companies doing with regards to 'Personal Growth'

The company has the Liebherr "Future Faces" incentive scheme which is designed to reward current employees that take an active and personal interest in the development and progression of Liebherr, by introducing individuals they feel have the ability to succeed as future team members.

Last year, the company paid for each employee to have a cash plan with BUPA, this gives each individual a pot of money to which they can claim against in areas such as dentistry, physiotherapy and prescriptions. This benefit also included up to 4 children under the age of 21, each with their own pot. This has now been extended to spouses. Liebherr-Great Britain Ltd have also worked closely with Hampton Knight last year in terms of occupational health; putting together a matrix showing critical areas that should be assessed on a regular basis.

Hunter Adams' Managing Director leads from the front in every aspect of their business. His style of communication is open and transparent and he has openly shared the business strategy with all employees. For the past two years Hunter Adams' number one strategic objective has been the retention of the team and the Managing Director puts employee engagement at the forefront of the agenda to ensure they continue to do this. He provides honest and transparent monthly business updates on how they are performing to plan and invites comments and questions from the wider team that he is happy to answer in an open forum. He is passionate about communication and engages with the wider team using a variety of communication mediums. His drive and energy acts as a real motivator to the team and his commitment to growing and developing the business is evident from his actions. The development of the team is also one of his priorities to ensure that Hunter Adams attract, develop and retain the very best HR talent in the markets they operate in. He was instrumental in the creation of their own HR Academy helping to develop their own talent. He empowers his Leadership team and challenges them to be accountable for the growth of their service area whilst providing an entrepreneurial vision for the future growth of the organisation.

Hunter Adams social committee put together a wide range of events with several of them focused solely on the wellbeing of their team. They have entered teams into several 10k races. Their main charity event was a kayaking expedition with a total combined distance of 96 miles. Managers have set their teams pedometer challenges and have organised local hill walking trips. The team also take on personal challenges such as the London Marathon and two of the team have successfully completed the trek up Kilimanjaro. Hunter Adams encourages their team to be fit and active and live healthy lifestyles.

By creating an environment that is informal and friendly, and where people genuinely love coming to work because they get on with the people and like doing the work.

Hugo & Cat are a straightforward company where great people really count. For the right people there's a real opportunity to make a difference and to be given real responsibility. Their structure is non-hierarchical, and they listen to their staff to create an environment and culture that everyone has helped shape.

Hoxton work very closely as a team when qualifying, implementing and communicating ideas. They encourage people to make the bold decision and not the easy one which goes back to their value - only dead fish swim with the current. Hox-in-a-Box, a pop-up hotel container at BoxPark which came from an idea the brand director had. They then ran this for a limited period, got the whole team involved in coming up with ideas for events in the box and PR'd it to great effect.

Employees will get £50 - tax paid by employers, as bonus when they are recognised for their outstanding service by their guests.

Hangar Seven run an Employee of the Month award whereby everyone votes for a crew member who has really gone the extra mile and delivered against their company values. It's a great accolade and the winner receives £100 to spend as they wish. They also have a yearly overall winner who receives £500. This is a person with the most votes over the year. Hangar Seven operate a company wide profit share scheme and they have the most elaborate fully paid for Christmas parties in the industry.

Hangar Seven run an Employee of the Month award whereby everyone votes for a crew member who has really gone the extra mile and delivered against their company values. It's a great accolade and the winner receives £100 to spend as they wish. They also have a yearly overall winner who receives £500. This is a person with the most votes over the year. Hangar Seven operate a company wide profit share scheme and they have the most elaborate fully paid for Christmas parties in the industry.

Golin/Virgo have ‘G4 Superhero' and the ‘Veritable Virgo' awards. These awards are announced publicly at team meetings and the winners are chosen from a short-list of peer-nominated candidates which are reviewed by the leadership team to find the winner. The awards recognise and reward individuals who model the company values and behaviours to achieve exceptional results. The winner receives a bottle of champagne, and the choice of an experience, either dinner in a top London restaurant, a spa day, a trip to see a west end show, a flight in a hot air balloon or a chance to drive a top sports car. The overall winner at the end of the year gets the opportunity to travel to one of their global offices - recent winners have travelled to New York and Chicago for a week of cross-office/cultural learning.

Golin and Virgo are led by President Matt (Golin) and two CEOs/MDs Sarah and Angie (Virgo). All three are all very well respected in the communications industry and this is a definite draw for employees who choose to join Golin/Virgo. They are all very hands on and accessible, encouraging team members to come and pick their brains about any challenges they may be facing as well as actively mentoring junior members in order to nurture their raw talents. They all bring the values to life setting an example to the team and perpetuate an environment where hard work and outstanding performance is rewarded and success is celebrated on a regular basis. The senior leadership has high visibility at team meetings in both office locations, presenting, sharing and demonstrating excellence and best practice across the company.

At Global Reach Partners they ensure all of their staff receive a comprehensive induction programme, to give them all the skills to be successful in their role as well as giving them the training and exposure to understand what the organisation does and how departments work together to produce the end result via their job swap timetable. Their induction programme is made up of a variety of line manager training, departmental job swaps, education on company policies and procedures and a session about the companies mission, vision, core values and culture. Global Reach Partners' sales team are currently going through an internal, in-depth training programme which has been hosted by a number of senior sales managers and team members. So far they have covered off communication filters, buying signals and will cover products and security of funds for the remainder of the year. They encourage their sales team to continue their own development by using the resources and experience around the business by planning training such as call coaching and meeting preparation.

At Global Reach Partners they ensure all of their staff receive a comprehensive induction programme, to give them all the skills to be successful in their role as well as giving them the training and exposure to understand what the organisation does and how departments work together to produce the end result via their job swap timetable. Their induction programme is made up of a variety of line manager training, departmental job swaps, education on company policies and procedures and a session about the companies mission, vision, core values and culture. Global Reach Partners' sales team are currently going through an internal, in-depth training programme which has been hosted by a number of senior sales managers and team members. So far they have covered off communication filters, buying signals and will cover products and security of funds for the remainder of the year. They encourage their sales team to continue their own development by using the resources and experience around the business by planning training such as call coaching and meeting preparation.

The company offer complimentary healthy breakfasts, lunches and snacks and as previously mentioned offer access to exercise. They are looking into a new idea of giving each employee a pair of slippers to show that we care about them from head to toe

The company provide personal rewards for their employees. Upgrade holiday booking, upgrade hotel, upgrade flights. They also do spontaneous parties on top of the quarterly, monthly and weekly socials. Training - they allow employees to do training that is not necessarily linked to their role.

Excelian understand that in the current economic climate getting the most out of their people is more important than ever. Due to the nature of their business, almost half of their employees are not from the UK. This means that many of them are not registered with a GP, therefore Excelian provide there employees with unlimited access to a top private GP practice with offices across the city. They also offer healthy breakfast at their London HQ, providing a selection of healthy cereals and wholemeal bread for toast, to set them up for the day.

The nature of Excelian's business means that they have a variety of career paths open to staff. This may be as a technical subject matter expert, project manager or future leader of a division/practice. For this reason, they have introduced ‘Excelian Academies'. These are a series of long term L&D programmes designed to support their staff in whichever career path they choose. The Excelian Leadership Academy is a two year programme for those wishing to follow a management career path, the Excelian Project Management Academy is a 12 month programme for those who wish to develop their project management skills and possibly become project managers in the future and the Excelian Capital Markets & Commodities SME Academy has a selection of courses available for staff to choose from to allow them to develop the skills required to continue to develop as an SME in their chosen field. This is open ended, with courses being repeated throughout the year to allow for attendance between client assignments. The Technology Leadership Academy is a three year programme open to all consultants working within the Technical Consulting Practice. Those enrolled within the Leadership, Project Management or Technology Leadership academies are assigned a mentor from their ranks of senior staff to provide additional support. For ad hoc courses, relating to business objectives or client requirement, Excelian offer both classroom and online options, allowing the flexibility required in a consultancy business.