About Eximius Group

The company use a blended approach to develop their managers, combining a group training programme with individual development plans. The best example is their Management Development Programme. This includes classroom training, peer group sessions, psychometric profiles, mentoring, on-the-job learning and reflective learning. It covers a range of topics from flexing management style to different personalities to performance management. This is a year-long programme that is based on extensive training needs analysis and combines development techniques alongside evaluation to ensure the learning is embedded in the business. Another example is that the company offer tailored training solutions to individuals. One of their managers had been struggling with retention and they saw an unusually high level of attrition in his team. In response to this they discussed a number of options with him and he opted for attending an external management training course as well as coaching. This has really helped him understand his role better so that he can improve the results.

All newcomers go through a structured development programme. This is based on the 70:20:10 training formula initially proposed by Lombardo et al (Lombardo, Michael M; Eichinger, Robert W . This formula recommends 70% of learning happens on-the-job, 20% through other people and 10% in a classroom. The company have taken these guidelines and built the programme to cover all elements. Classroom training, all newcomers attend our Eximius Training Academy. This takes six days of classroom training spread over three weeks. After their initial six months, newcomers then attend elective modular-based classroom sessions on relevant topics. Over their first two years, newcomers will benefit from covering basic recruitment skills, advanced techniques, market knowledge and behavioural development, amongst other topics. In line with the 70:20:10 guidelines, as they become more experienced, the method of development becomes less classroom-focused and more coaching-based, although classroom training is provided across the full two years. Learning through other people, the provide a variety of methods to enable ‘other people learning’, including mentoring, manager-led training, coaching, peer-learning, conferences/networking with external peers, and learning from clients and candidates. Learning on the job, the company provide an onboarding toolkit to all our newcomers to maximize their opportunities to learn on the job. This includes a handbook for both the newcomer and their line manager to recommend learning activities, encourage self-development and provides a way for newcomers to record and evaluate their progress with their line manager.

The company focus on clear, open communication that is delivered through a number of methods from traditional management meetings to addressing the whole company every Monday morning and Friday afternoon. Every month and quarter they hold a detailed and fun monthly/quarterly ‘wrap up’ and ‘kick off’ of the next month/quarter ahead. These company-wide meetings will include awards, recognition of top performance and presentations on key aspects they need to focus on for the following month. All information is documented and presented in a pdf pack so anyone not available for the meetings has access to the details. The company is also fortunate to have our walls covered in white boards and television screens that constantly update the business on the day-to-day news, successes, rewards and our core values throughout the day.