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18.07.2015
In this era of transferable skills, reduced workplace security and increased employee mobility, it's no longer uncommon to have switched career three times before the age of thirty. This drastic shift, from lifelong job security to a more flexible model of employment, means that employees are taking more responsibility for their personal and professional development than ever before.
Best Companies' survey measures engagement across 8 factors, one of which is 'Personal Growth'.
This factor deals specifically with how employees feel about their training and future prospects.
Here we've pulled together some outstanding examples of Best Companies Accredited organisations who excel in the survey's 'Personal Growth Factor'.
Amigo Loans hold regular training sessions for staff including call coaching, product knowledge sessions, live call listening, and one-to-one feedback.
Amigo loans have created highly visible career progression paths, and their Trainer Development Programme sees employees applying to become nominated trainers for their team and department. Organised book clubs are also facilitated by the company for the purpose of personal growth - Amigo buy enough copies of a business-related book to share amongst staff, then ask everyone to read the book before getting together to discuss it for a few hours, talking about what they might be able to take from it and how they could use certain ideas to make Amigo even better.
Their Sector Based Work Academy model (in partnership with Jobcentre Plus) is targeted towards those not in education, employment or training. Graduates follow a robust training programme which develops their careers and is aligned to nationally recognised qualifications, enabling apprentice employees to gain an NVQ level 2 and to be assessed by their Line Manager whilst completing daily tasks. IHGa€™s Apprenticeship scheme has been recognised at the National Apprenticeship Awards and achieved a€?Highly Commendeda€™ in the New Employer Category for the Thames Valley Region, because of the company's commitment to offering new apprentices excellent career opportunities, with over 100 places offered to date.
SRG's twelve month, fast-track development programme, Rising Star, covers a diverse range of topics including self-realisation, finance management, people management, strategic client development and leadership skills.
To get your imagination fired up, wea€™ve compiled even more a€?Personal Growth' best practice examples from organisations whoa€™ve found innovative ways to create a highly engaged workplace. Click the button below to find out what organisations like Rackspace, Skyscanner, The Perfume Shop and Holiday Extras do to empower their employees through personal growth opportunities. If you think your organisation is one of the UK's best companies to work for, entering The Sunday Times Best 100 List is a great way to gain recognition and promote your employer brand. There will be speakers from BU and other organisations plus plenty of opportunity to network with academic and professional research administration colleagues from other universities. Already confirmed are speakers from HEFCE, Sussex and BU. The event will be advertised to colleagues in other institutions so, if you would like to help promote this event to people in your professional network, keep an eye on this blog for further information in the coming weeks. If you or someone in your network would like to contribute on the day, please contact Emily Cieciura in REKO to discuss this further.
If you possess the necessary skills, knowledge, experience and motivation to help ensure the MS Society funds high quality, relevant research then contact them ASAP.
MS research work is driven by a strategy agreed with the Board of Trustees and which reflects the perspectives of the whole MS community – people affected by MS, clinicians, research scientists and others. To help guide their research work they work with the advice and support of a Research Strategy Committee (RSC) and two Grant Review Panels (GRP).
This paper suggests that there may be insufficient recognition of critical ideas, professional and cultural practices associated with the ‘creative industries’ among tourism destination management researchers, practitioners and policy-makers in England. A study part-funded by the European Science Foundation (ESF) and tested the professional development framework developed by the UK’s Vitae in different European settings has released some very interesting findings.
A workplace that doesn’t draw on the opinions and innovations of its staff will never be harmonious.
If your employees have performed at a consistently high level for a long period of time, then their achievements deserve to be recognized.
Recognition from managing staff has been proven to increase employee work rate and productivity. Ron StewartRon Stewart has worked in the recruitment industry for 30 years, having owned companies in the IT, Construction and Medical sectors.


About the AuthorRon StewartRon Stewart has worked in the recruitment industry for 30 years, having owned companies in the IT, Construction and Medical sectors.
Sign up HERE and receiveThe Switch and Shift Change Playbook, by Shawn Murphy, as our thanks to you! Some studies even predict that an 18-year-old today will have as many as 14 jobs by the time theya€™re just 38.
Keen to glean new skills which will help them to move towards their full potential, workers are increasingly drawn towards roles which offer opportunities for both personal and professional development.
Our data reveals the strength of the correlation between Personal Growth and overall employee engagement, i.e. Their company-wide commitment to growth means that managers typically spend the majority of their time training, coaching and appraising team members in a way that nurtures their talents. Amigo's Management Development Programme enables employees to work towards becoming the future Managers and Directors of the Amigo, whilst many of Amigo's employees are given a A?3000 a year training budget to be used on any external training programmes or courses which will develop work-related skills. These book clubs, which are entirely optional and very informal, prove valuable for the company and employees alike.
The model includes a City & Guilds qualification, work experience in their hotels and an interview at IHG with the opportunity to secure employment and continued development. Upon completion of the programme, participants are invited to propose a Big Idea, reflecting on how they would either generate or save over A?50,000 for the business.
They're poster-size, so you can stick them on the wall during brainstorming sessions to spark new ideas! For the Grant Review Panel for Care and Services Research they are also recruiting a new Chair.
They are looking for people from a variety of backgrounds, covering research, health and social care expertise. This is also a great development opportunity for you, as knowing how a review panel works can inform how you write and present bids. The RSC looks at the strategic picture, providing advice on broad areas of research, setting priorities and scrutinizing the larger, ongoing research programmes. The paper considers the relationships between academic and practitioner knowledge and practice that potentially connect tourism destination management with creativity and the arts.
BRAD is a tailor designed research development framework with supporting development sessions, for BU’s Early Career Researchers (ECR’s).
The study into the feasibility of implementing a professional development framework for researchers across Europe has found that there is demand for such a framework, although nations vary in their readiness to participate in it.  Now that this recognition has been gained, expect a framework to follow!
Lincoln, Churchill, Mandela, for example – they all held the interest of the people at the heart of their campaigns. Self-promotion might make for a great personal record, but it doesn’t point to the work of a team player.
If you are only focused on advancing your own career, then you are not fulfilling your role as a leader. While stringent regulations might prompt employees to fall in line, it won’t inspire them to work harder.
Leaders should be able to coax employees from their comfort zone and prevent them from stagnating. Training and workshops can help employees gain key skills they might not think to work on themselves. True leaders never take their employees’ efforts for granted and always reward passion and ambition.
In high pressure professions such as those in the medical industry, simple measures like thanking colleagues for their contribution can go a long way toward motivating a team. If you can’t get the best out of those surrounding you, then you will never quite live up to your title.


He is currently running a medical jobsite, helping medical staff find careers in countries across the globe.
This isn’t a “people first, profits second” movement, but a “profits as a direct result of putting people first” movement.
It's little surprise that organisations with high levels of employee engagement typically excel in offering avenues for career progression and personal growth. During 2013, 27% attendees of an IHG Academy have 'graduated' into employment in their hotels.
One Rising Star's idea, which led to the creation of a new division (SRG's Premium Division), generated over A?350,000 in 2013. The aims and objectives of BRAD are aligned to the Universities Strategic Plan 2012-2018, our Visions & Values-BU 2018, and Vitae’s researcher development framework. Even in the workplace, it’s this ability to put others first that enables managers to succeed where their predecessors failed. Leadership shouldn’t be solely about achieving great sales statistics or reaching corporate targets.
A leader needs to respect and encourage the contributions of their workforce, using their input to influence the final decision. As a manager, it’s your job to provide staff with the best possible chance for progression. Employee contribution is the key to any management strategy and you should do everything in your power to incentivize the desire to go above and beyond.
It’s no good being head and shoulders above your colleagues if the work they produce is inadequate.
The value of educating your own workforce cannot be underestimated a€“ both in terms of workplace satisfaction and the increased potential and capabilities of your team.
Three other Rising Stars have also progressed their career into management and leadership roles.
That more detailed work is carried out by our Grant Review Panels, one for Biomedical Research (GRP1) and one for Care and Services Research (GRP2). The article suggests that there is a need for destination managers to explore contrasting agendas, knowledge needs and interests, and occupational discourses among creative industry practitioners and likewise for creative industry practitioners concerning tourism and destination management. BU is providing professional and personal development sessions and online courses throughout the next academic year 2013-2014, which are all free to attend.
While you probably don’t have to face the same level of adversity as some of history’s finest, you can still use the underlying principles of their success to fuel your own. Whether it’s providing them with opportunities to learn new skills or encouraging them to take on more responsibilities, genuine motivation can be enough to convince people that they still have room to develop. If employees are intimidated by your presence, they won’t open up, meaning you lose a potentially valuable perspective. In the long run, enabling talent will produce far more positive results and bring coherency to your workforce. The development sessions will cover a range of topics, from SPSS, NVivo, personal effectiveness, research management and publishing in journals and books.
At some point you need to decide whether you want to be simply a workhorse or someone who actually shows consideration towards those around them.



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