I am bored with the work I do
The One Riverside Annual Training Plan & the launch of ‘Learning to Lead.’
100% of employees have an annual performance appraisal, containing a two-way discussion between employee and manager to evidence competencies and objectives. Training needs are identified and agreed. This forms the basis of Riverside’s annual training plan. Each employee reviews development through a regular 1-2-1 meeting with their own manager. This training plan guarantees employees a range of elearning, workshop-based training, non-work related personal development opportunities, and the opportunity to apply for funded professional development – often with time off to study. All business areas have provision for learning adaptations, staff events and conferences and a continuous professional development. As part of this commitment and to provide the business with a bench strength of ‘ready talent to entry level line manager roles, the company launched a new talent programme called ‘Learning to Lead’ – with applications open to those wishing to become ‘job ready.’ This talentpool of 40 employees completed an assessment centre, 360 feedback, a series of skills, knowledge and behaviour workshops, heard from guest leadership speakers, and had unlimited access to a line manager elearning suite of modules. Each employee had a mentor throughout the 6-month programme. One year after the launch, 70% of employees in the programme had successfully been recruited into line manager roles, reducing our cost and time per hire and raising engagement with this talentpool and retaining their skills rather than lose them to other organisations.