How to create an employee development plan

Employee development plans are strategic tools that help individuals align their career goals with those of the organization, fostering mutual growth and success. A common employee development plan is a collaborative document created by the employee and supervisor that outlines specific goals, skills to acquire or enhance, and steps to achieve these objectives. This personalized roadmap ensures that employees meet the requirements of their current position while also being prepared for future opportunities. HR leaders can use that roadmap to build a more competent, adaptable, and motivated workforce.

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According to Brandon Hall Group’s study, Great Leaders: How Do We Develop More?, companies with strong employee development programs have 21% higher profitability and 17% higher employee satisfaction. This is an effective retention strategy in an era characterized by talent mobility and the search for meaningful work. However, implementing effective development plans needs a thorough understanding of individual and organizational requirements. It entails recognizing different career goals, learning styles, and the impact of development opportunities on different roles and departments.

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However, businesses may face challenges such as resource allocation, measuring the ROI of development initiatives, and ensuring equitable access to growth opportunities. To address this issue, HR analytics can provide insights into the effectiveness of development programs and help tailor initiatives to meet the evolving needs of the workforce.

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What you need to include in an employee development plan

As we explained before, effective development plans must be guide employees toward their career goals while aligning with the strategic objectives of the organization. To achieve that, the first requirement is to have clear objectives, specifically, SMART (Specific, Measurable, Achievable, Relevant, and Time-bound) objectives that are aligned with the company's objectives, this ensures that the skills being developed contribute to the company's success and that the employee's growth supports strategic goals. Don't worry, we'll cover how to build SMART objectives in the next section.

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Besides, your employee development plan needs an in-depth skill gap analysis, consisting in identifying the skills the employee currently possesses versus those required for their current role or future positions they aspire to. This analysis should consider both hard skills, like technical proficiencies, and soft skills, such as leadership and communication. With that information, you can start thinking about tailored learning activities according to  the employee's preferred learning style, the skills they need to develop, and the nature of their role. These might include on-the-job training, mentoring, workshops, online courses, or cross-functional projects.

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But you cannot just plan activities, you need to support them by useful resources that  might include access to specific training programs, time away from day-to-day responsibilities for learning, or the involvement of mentors and coaches. Making these resources available demonstrates the organization's commitment to employee growth.

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Also, you have to set timelines and feedback mechanisms to keep the development plan on track. While timelines should be realistic and spaced out to allow for meaningful progress, a regular feedback includes not only feedback from supervisors but also self-assessment and, where appropriate, feedback from peers. It ensures the plan remains relevant and effective, adapting to the employee's evolving needs and any changes in organizational direction.

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How to create an employee development plan

1. Consider your business goals

To achieve your business objectives, you must first think about the specific talents your team members will need to possess, and then you must factor in how much time you have to train them. It can be helpful to make a list of each person's existing strengths to determine which areas need the most improvement. When developing a plan for employee growth, it's important to think both in the short term and the long term.

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2. Take into account the employee's aspirations both in their professional and personal lives

Planned employee growth that involves the whole team is the most effective kind. When designing a training and development program for your staff, keep their individual aspirations in mind. In this way, workers may focus on developing their abilities and achieving the objectives that will help them succeed in both their professional and private lives.

Communicate with workers one-on-one on their professional growth. Have them send over their strategy in advance so you can start thinking of questions to ask and suggestions to make. Employees can get ready for the meeting if it is arranged ahead of time. Ask employees what they hope to accomplish in their careers, how long they see themselves staying with the company, and what kinds of talents they think will be helpful in their present and future positions during the meeting. Pay close attention to the employee's responses and try to find common ground between the employee's aspirations and the company's present objectives.

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3. Develop SMART goals

Work with the employee to turn their career aspirations into goals. Make sure the goals are realistic, challenging, and aligned with the employee's overall career aspirations and the organization's needs.

The goals should be:

• Specific: Clearly define what the employee wants to achieve and what success looks like.

• Measurable: Establish quantifiable metrics to track progress and measure success.

• Achievable: Ensure the goal is realistic and attainable, taking into account the employee's current skills and resources.

• Relevant: Make sure the goal is aligned with the employee's overall career aspirations and the organization's needs.

• Time-bound: Set a deadline for when the goal will be achieved.

Both the individual and the management can benefit from utilizing the SMART framework . This ensures that the company is making a wise investment in its staff and that the worker is inspired to pursue their career goals.

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4. Select development activities

Once the firm and employee's respective objectives have been established, it can be helpful to compile a list of resources that will help the employee get closer to achieving those objectives.

If several workers express interest in acquiring new knowledge, you can decide to launch a training initiative. Employees can learn new skills or discover new areas of interest in the workplace by gaining exposure to other parts of the company through coaching and mentorship programs. Employees can be provided with the tools they need to succeed by doing something as simple as creating a database of instructive videos, podcasts, webinars, and classes.

Giving staff specific projects relating to their desired abilities and responsibilities is another strategy to stimulate professional development. You can even give workers time off with pay to help out in their local communities.

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5. Make a detailed and specific plan of action

The next step is to put together a clear and detailed strategy for employee development, one that takes into account both the organization's and the employee's goals and the available resources. Ensure that all employees are on the same page with respect to action items and deadlines by including a timeline with each expectation and discussing the document with each one individually.

To get the green light from HR, the employee's manager, and other interested parties, the plan needs to be submitted for evaluation.

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Build your employee development plan now

An employee development plan is a collaborative effort between the employee and their manager, and it requires open communication and regular review to ensure its effectiveness. The employee and their manager should work together to set specific, achievable goals, select appropriate development activities, and track progress towards these goals. By regularly reviewing and updating the plan, they can ensure that it remains relevant and aligned with the needs of both the employee and the organization.