Employee development plans assist employees in gaining new skills for their current jobs as well as broadening their skills for future roles within your organization. Employee retention is one of the most pressing issues confronting employers today. With employee replacement costs averaging six to nine months’ salary and the average employee changes jobs every four years, your company needs to figure out how to provide employees with opportunities for growth and advancement now more than ever. When done correctly, it can help them stay happier and longer at your company.

The steps of an employee development plan will differ depending on your company’s and employees’ goals. When creating a personal development plan for employees, you must consider both the employee’s goals and his or her readiness for development. Management can better understand progress and identify any barriers to an employee’s development by breaking down professional goals and individual progress toward them.

Checklist to create your Employee Development Plan, from roll-out to reporting.
  • Discuss career aspirations:

    Managers and their new team members should discuss both long- and short-term career aspirations.

  • Match team member goals with future internal opportunities:

    This allows to set realistic internal career paths with their team members, or to offer alternative ideas.

  • Research required skills and experience:

    A good place to start is by looking at who is currently in the role, and what their job description entails.

  • Identify long-term goals.

    Envision along with employees about their goals and career path by matching skills, potential and opportunities.

    Develop a training plan for them addressing the gaps and improvising their strengths.

  • Identify short-term goals:

    Help team members take smaller steps within their career paths.

  • Plan development activities:

    This might include mentoring, job shadowing, stretch assignments, formal education, industry certifications, coaching, and online learning.

  • Reconsider current responsibilities:

    Consider which responsibilities aren’t helping or which activities are irrelevant to the role.

  • Check in regularly:

    Managers should check in and be flexible in setting new goals and development opportunities as needed.