What are companies doing with regards to 'Personal Growth'

Every member of staff receives training and/or development every week in addition to any course, qualification or training they are undertaking. Everything they achieve is achieved through their people.

Every member of staff receives training and/or development every week in addition to any course, qualification or training they are undertaking. Everything they achieve is achieved through their people.

Bi annual wellwoman/wellman health checks paid for by the firm. EAP programme available through the private medical scheme. Annual flu vaccinations, Eye test vouchers and contribution towards lenses if required for VDU use. Workstation assessments.

As part of the firm's core values, the firm awards one staff member per year with "A great client service award". All those nominated are recognised at a drinks evening where their achievements are listed. Last year's winner won a weekend away for two at a luxury spa hotel. In addition, they have a prominent space on our internal intranet "Foxnet" where great efforts by staff (for both internal and external clients) are recognised.

Forward allows staff to take twenty days innovation leave. If employees have a new product or business idea they can put this to their investment team who will then decide if the new business idea is viable. If they are viable Forward allows employees to take innovation leave and work on them with a view to turning the idea into something profitable. As a business the company foster a culture of innovation and improvements and give employees time and resource in order to move their ideas forward.

Through offering a flexible benefits package that includes a bike to work scheme, gym membership and private health. The company also offer free yoga, pilates and climbing to all staff as well as other sporting activities. They have introduced a new Employee Assistance programme that provides a full concierge service to staff as well as counselling and advice.

The leader of the organisation is able to master a lot of detail as well as being an excellent strategic planner but what sets him apart is the emphasis on communication and engagement. This manifests itself in terms of open communication about the plans, performance and challenges facing the company as well as his personal commitment to the development of interpersonal communication skills through Festo's internal Fit for Change training programme. He really believes in investing in the people and this is a core strategy for the success of the company. He is personally committed to and drives forward the company's internal training programmes for the develoment of coaching skills and a coaching culture as well as their management development programmes. He demonstrates a high level of leadership, integrety and trust on a daily basis and is a clear role model in the business when it comes to the effective use of communication and coaching skills.

One of the clear ways the Festo listens to employees and seeks feedback is through the process of coaching. In Festo all managers have been trained as coaches and the coaching process exists in both a formal and informal way between employees at all levels. Within Festo the coaching process is about asking questions and actively listening to the views of the coachee. Managers are encouraged not to suggest or impose their ideas but to listen to and understand the ideas that are put forward. The coaching process supports employees to develop their own solutions to problems that are faced. If employees ideas stand up under questioning the manager is encouraged to accept them. The goal here is not just to listen to the coachee but to encourage them to engage with the problem, develop their own answers and ultimatly become more empowered and independent.

F5 have internal L&D resources available for their employees including a soft skills curriculum available for employees and managers to attend, for example four weeks of Technical training in Seattle office for all new UK-based technical employees and one week for Sales Bootcamp . The in-house soft skills training courses held in the UK are effective tools for employee development but it is impossible to calculate the investment/spend as F5's internal systems do not capture this information. The company have also introduced the Personal Development Plan for each employee. This is created in collaboration between the employee and manager to leverage strengths and give an opportunity to improve where appropriate. The PDP is targeted at individual needs and focusses on the individual's goals and where they want to develop. All of F5's managers are trained to coach/mentor their employees and their technical teams have a technical Mentor as part of the structure.

F5 have internal L&D resources available for their employees including a soft skills curriculum available for employees and managers to attend, for example four weeks of Technical training in Seattle office for all new UK-based technical employees and one week for Sales Bootcamp . The in-house soft skills training courses held in the UK are effective tools for employee development but it is impossible to calculate the investment/spend as F5's internal systems do not capture this information. The company have also introduced the Personal Development Plan for each employee. This is created in collaboration between the employee and manager to leverage strengths and give an opportunity to improve where appropriate. The PDP is targeted at individual needs and focusses on the individual's goals and where they want to develop. All of F5's managers are trained to coach/mentor their employees and their technical teams have a technical Mentor as part of the structure.

Once a month Exposure hosts a new exhibition within their dedicated gallery space. The Exposure gallery provides a platform for established artists and emerging creatives to showcase their work - selected not only for their innovative practice but also their aesthetic qualities. So far this year has seen a diverse collection of work from the Launch of ‘The New British' Magazine that was designed and edited by Kez Glozier and Neville Brody to the ‘Not Just a Mum' photography exhibition from the hip group Mothers Meeting founded by Jenny Scott. With each new exhibition comes a private view launch event where the company open the gallery and bar to the public. Running alongside their monthly gallery exhibitions Exposure also hosts creative lectures and inspiration sessions from guest speakers and friends of Exposure, including Mutate Britain and Matt Stuart.

Due to the nature of the organisation Exposure have tailored their training programme to suit the diverse requirements of the agency. This includes a training needs analysis for each team to identify skills gaps. Training courses both internal and external can then be matched to these requirements. This ensures employees are catered for on an individual basis.

Exponential have a number of recognition schemes in place. These include: Exponential-e stars – this allows employees to nominate their peers for good practice. All nominations are publicised on the intranet and particularly note-worthy candidates receive a gift voucher reward. Exponential-e annual awards – employees are nominated by the Senior Management Team for their contributions and achievements over the last 12 months. Awards include, Best sales order, Best Sales Person, Outstanding Contribution and the Directors Award. Sales achievers lunch – Every quarter, the sales team members who have achieved 100% or more of their target are invited to a meal with the CEO. Sales incentives – on top of the commission plan, the CEO runs a number of tailored product incentives which see Sales people win bonuses or prizes such as an iPad.

Managers are able to set their teams and team members individual and collective targets that meet SMART objectives, so long as these are aligned to the overall business objectives. Additionally, Managers are able to nominate for the company STARS awards and also influence the pay rises for those who have over achieved against their objectives or who have gone above the call of duty.

Core manager classes giving needed skills to new and newly hired managers as required. Managers are measured on how well they coach and develop their employees as well as business results. Managers are eager to meet business results and often allow employees flexible work arrangements to accommodate both business and personal balance.

Expedia.com Ltd operates a wellbeing reimbursement annual amount of £850 to offset against sporting activities. Also, as part of the Private Medical Insurance, there is a vitality programme focusing on wellness. Their health provider also runs an annual employee health day consisting of health checks etc. Yoga, pilates and massages are all facilitated on site. Lastly, Expedia offers annual vaccinations and heavily discounted health screens as well as generous personal travel benefits.

The whole organisation comes together at the end of every month to celebrate the company's success and individual teams are given the opportunity to present to the whole organisation and are recognised for their success. Efficio has two annual review cycles to ensure that employees do not have to wait a full 12 months before getting feedback and acknowledgement for their hard work. Bonuses are paid bi-annually as an outcome of this review cycle which is also perceived very positively by the employees.

The whole organisation comes together at the end of every month to celebrate the company's success and individual teams are given the opportunity to present to the whole organisation and are recognised for their success. Efficio has two annual review cycles to ensure that employees do not have to wait a full 12 months before getting feedback and acknowledgement for their hard work. Bonuses are paid bi-annually as an outcome of this review cycle which is also perceived very positively by the employees.

The rewards and recognition scheme provides a wide range of benefits ranging from financial bonuses, flexible time, caring for their health and well being by providing health insurance and gym membership as well as genuine help and support through any difficult personal times. Awards are presented at the annual awards ceremony. Similarly, the company also arranges team dinners for well performing teams and monthly social events for all members of staff to enable them to realise that the company value the contribution they are making towards the growth, development and expansion of the company. Financial assistance is provided for further education to different members of staff and time off for exams and study is also given. Staff are also invited to attend external functions throughout the year.

The rewards and recognition scheme provides a wide range of benefits ranging from financial bonuses, flexible time, caring for their health and well being by providing health insurance and gym membership as well as genuine help and support through any difficult personal times. Awards are presented at the annual awards ceremony. Similarly, the company also arranges team dinners for well performing teams and monthly social events for all members of staff to enable them to realise that the company value the contribution they are making towards the growth, development and expansion of the company. Financial assistance is provided for further education to different members of staff and time off for exams and study is also given. Staff are also invited to attend external functions throughout the year.