What are companies doing with regards to 'Personal Growth'

Agrovista's chairman knows everyone's name and is happy to make time to see or call any member of staff if they wish to discuss something with him. He interacts well at all levels and always makes time for anyone who wishes to see him. An example of his involvement is that he always makes a point of contacting every employee on their birthday to wish them 'Happy Birthday'.

Agrovista's chairman knows everyone's name and is happy to make time to see or call any member of staff if they wish to discuss something with him. He interacts well at all levels and always makes time for anyone who wishes to see him. An example of his involvement is that he always makes a point of contacting every employee on their birthday to wish them 'Happy Birthday'.

A current example of how they support their lawyers is their Lawyer of 2014 programme. This is about equipping each of their fee earners to have the skills and expertise to be able to make a positive contribution to their business in a way that is aligned with their 2014 objectives. They have identified a number of key stages of an Associate's career, namely: New Associate, Associate Level 1, and Associate Level 2 and moving on to Managing Associate promotion stage. Their development programme has been built around each of these stages. They were one of the first law firms in the UK to introduce the MA level our programmes mark a stage in an associate's career; all have been specifically tailored to Addleshaw Goddard, and are very practical and delivered by a combination of internal and external experts. The programmes have been, and will continue to be, benchmarked against what is offered by other leading professional services providers.

Addleshaw Goddard's Managers provide clear vision and direction to their team members to enable their team to understand their role and their value to their team. One of their core values is that the Firm is open and honest, and they expect their line managers to listen to their employees and ensure that they are open to considering any queries or concerns that they may have. Their managers explain their decisions and actions and give people an opportunity to respond. Their Managers devote time to coaching their team members and are objective and fair in the way they assess and reward performance. They expect their Managers to provide timely feedback on an open, honest and constructive basis. Feedback sessions are important as it helps an individual understand how they are doing and what is required of them. Importantly, this acts as important upward communication tool so managers can receive feedback and ensure that what they are asking is realistic but also provides stretch and development for the individual.

4C Associates regularly work with charitable organisations that encourages youth from deprived backgrounds and ethnic origins, including people with disability to find work and do something worthwhile in order to keep people off the streets and help the environment we live in. The organisation also provides training and information regarding "going back to work" for everyone. They give up their time to assist in their project by assisting people in interviewing skills and providing office space for meetings and training.

4C Associates regularly work with charitable organisations that encourages youth from deprived backgrounds and ethnic origins, including people with disability to find work and do something worthwhile in order to keep people off the streets and help the environment we live in. The organisation also provides training and information regarding "going back to work" for everyone. They give up their time to assist in their project by assisting people in interviewing skills and providing office space for meetings and training.

1HQ consider the level of support individuals will need to achieve their tasks. They review this regularly asking for feedback on how they feel things are going and set up shadow opportunities.They work with individuals on clearly explaining what is required, measuring where they are achieving and what needs to be done next. The company shows an interest in people as individuals and care for their needs. The company seeks to understand their ambitions and encourages their potential. Managers know their team inside out through team building events.

Both Managing partners of the business are as a result of internal promotion and success. Both are hugely respected individuals in the business. 1HQ has supported them through their growth.

Their employees may undertake a variety of training activities throughout the year dependent on their position, which department and office they are in. A focus for many is the Continuing Professional Development requirements of their professional bodies (such as ICAEW, ACCA, CIOT etc). These people attend update courses on all relevant areas of accounts, audit and taxation, and more specific courses such as charity legislation. They encourage their team to attend courses and to undertake challenging work for both the benefit of the company and their own personal growth. Examples of this include a series of practice and people management courses attended by two of our managers. This included areas where they had to apply the theory into practice between training sessions then to report back at the next session.

Their leader actively encourages team members to get involved and has weekly meetings with department heads to ensure he is constantly aware of all areas of the business. He sets high personal standards, leads by example and is always approachable.

They support a charitable organisation which was founded by Working LInks - this is the Links Foundation. Each year they give a percentage of our profit (over £5m in 10 years). Local organisations within the communities where they work can submit bids to use this fund for local budgets. During this, their 10th anniversary year, every person in Working Links will be given a day to support a charity or local community project of their choice.

They support a charitable organisation which was founded by Working LInks - this is the Links Foundation. Each year they give a percentage of our profit (over £5m in 10 years). Local organisations within the communities where they work can submit bids to use this fund for local budgets. During this, their 10th anniversary year, every person in Working Links will be given a day to support a charity or local community project of their choice.

The RESPECT Programme promotes positive behaviour in health, education, personal well being, citizenship, relationships and environment. Warings are proud to be the official corporate partner of the programme, allowing them to offer and support opportunities for young disadvantaged people including supporting apprenticeships and accredited training. Since partnering with the Respect Programme, Warings have taken part in a number of volunteering projects including the environmental clear up at Milton Locks, the Portsmouth Games Sports Festival and the Southsea Skate Park refurbishment. Their Health & Safety Advisors also volunteered their expertise prior to the work, undertaking a complete risk assessment of the park's ongoing repair programme.

Philippe Jouy was appointed Managing Director in November 2009 following the retirement of the CEO after over 30 years with the Company. He has faced many challenges over the year particularly as a result of the economic climate and its impact upon the construction industry. He is open, honest with a fresh outlook, he challenges his people and has high expectations of himself and others.

All Turner &Townsend offices with more than ten people around the globe have a CSR representative and each of these provides a quarterly report to the CSR committee on how they have engaged with the community where they live and work. There is also an emphasis on children and homelessness. Staff have been given total freedom to choose local charities and good causes that have popular support within their particular office. Such activities as fund raising, taking volunteer days, time given for pro bono advise are monitored via key performance indicators, with a view to achieving a consistent approach globally and demonstrating continuous improvement.

All Turner &Townsend offices with more than ten people around the globe have a CSR representative and each of these provides a quarterly report to the CSR committee on how they have engaged with the community where they live and work. There is also an emphasis on children and homelessness. Staff have been given total freedom to choose local charities and good causes that have popular support within their particular office. Such activities as fund raising, taking volunteer days, time given for pro bono advise are monitored via key performance indicators, with a view to achieving a consistent approach globally and demonstrating continuous improvement.

Staff are rewarded through an annual party which this year included complimentary drinks and amusements including dodgems, a surf simulator,gladiator duel, and music. There was a prize draw to win prizes including flights from Bristol to any European destination, an iPad and a balloon ride. In addition, there are specific group and team parties led by the relevant group or team leader to thank and reward staff. For example, Richard Waller who heads TLT's Financial Services Group has an annual party at his home for all 250 staff in the group. As well as providing food and drink, Richard invites staff to use his swimming pool and arranges a live band, bouncy castle, laser maze and other activities. TLT provides a social budget which teams are actively encouraged to use to fund team Christmas parties or other team days out.

Staff are rewarded through an annual party which this year included complimentary drinks and amusements including dodgems, a surf simulator,gladiator duel, and music. There was a prize draw to win prizes including flights from Bristol to any European destination, an iPad and a balloon ride. In addition, there are specific group and team parties led by the relevant group or team leader to thank and reward staff. For example, Richard Waller who heads TLT's Financial Services Group has an annual party at his home for all 250 staff in the group. As well as providing food and drink, Richard invites staff to use his swimming pool and arranges a live band, bouncy castle, laser maze and other activities. TLT provides a social budget which teams are actively encouraged to use to fund team Christmas parties or other team days out.