A well-designed employee development plan can benefit both the employee and the organisation, from a sense of direction and purpose for personal and professional growth, to building a skilled and motivated workforce. This Legal Kitz blog will take you through all you need to know about producing an employee development plan that will support your employees to reach their full potential.
What is an employee development plan?
An employee development plan is a structured approach to help employees improve their skills, knowledge, and abilities. The plan typically includes a set of goals and objectives that the employee will work towards, along with a timeline and a list of specific actions that will be taken to achieve those goals. The ultimate aim of an employee development plan is to help employees reach their full potential in their current role or prepare them for future career opportunities within the organisation.
Employee development plans typically involve a collaborative effort between the employee and their manager or supervisor. They may include formal training programs, mentorship opportunities, job shadowing, or other forms of on-the-job learning. By regularly reviewing and updating the plan, both the employee and the organisation can stay on track and continue to work towards their respective goals.
Benefits of an employee development plan
There are numerous benefits to implementing an employee development plan within an organisation, including:
- Improved employee performance: Helps employees to improve their skills, knowledge, and abilities, which ultimately leads to improved job performance. As employees become more competent in their roles, they are better able to meet organisational objectives, resulting in increased productivity and efficiency.
- Increased employee engagement: Demonstrates that an organisation is invested in the growth and development of its employees, which can increase employee engagement and job satisfaction. Employees who feel valued are more likely to be loyal to their employer and committed to their work.
- Enhanced talent retention: When employees have opportunities for growth and development within an organisation, they are more likely to stay with the company long-term. Employee turnover is costly for organisations, so investing in employee development can help to retain top talent.
- Improved succession planning: Helps to identify potential future leaders within an organisation and prepare them for leadership roles. This helps to ensure a smooth transition when current leaders retire or leave the organisation.
- Better decision-making: Employees who receive training and development are better equipped to make informed decisions. This can lead to better problem-solving skills and a more efficient decision-making process.
- Increased innovation: Encourages employees to think creatively and bring new ideas to the table. This can lead to increased innovation within an organisation and help to keep the company competitive in its industry.
How to create an employee development plan
Creating an employee development plan involves several steps, including:
1. Assessing current skills and abilities
Begin by assessing the employee’s current skills and abilities to determine their strengths and areas for improvement. This can be done through performance evaluations, skills assessments, and feedback from colleagues. Also discuss with your employee about what they believe their current skills are to further develop your understanding.
2. Identifying areas for improvement
Based on the assessment, identify areas where the employee needs to improve their skills, knowledge, or abilities. These could be areas where the employee has expressed an interest in developing, or areas where the organisation needs the employee to improve to meet its objectives. These areas can be dependent on what type of development you and the employee is looking to create, whether it be for the particular industry, current company or role, or career development either in higher or different roles within the company or elsewhere.
3. Setting goals and objectives
Based on the identified areas for improvement, set specific, measurable, achievable, relevant, and time-bound (SMART) goals and objectives for the employee. These goals should align with the organisation’s overall objectives and should be challenging yet attainable. You don’t want to extend the goals to an unreasonable or unachievable place that causes the employee to be discouraged and unable to complete their development.
4. Determining development activities
Determine the development activities that outlines the steps the employee will take to help them achieve their goals and objectives. These may include:
- Formal training programs
- Mentorship opportunities
- On-the-job learning
- Taking on important and challenging projects
- Experiencing and working in new departments that align with skills or career goals
5. Allocating resources
Determine the resources and support needed to help the employee achieve their goals, such as time off for training, funding for education, or access to a mentor or coach. The resources required will depend on the individual and organisation, as well as the aim and intended outcome of the employee development plan.
6. Monitoring and evaluating progress
Regularly monitor and evaluate the employee’s progress towards their goals and objectives. Provide feedback and support along the way to help the employee stay on track. This can be done through observation from you or other mentors/coaches throughout the plan, or regular meetings with the employee to receive updates and discuss their progress, particularly if they have any concerns or adjustments they’d like to make to their plan.
7. Adjusting the plan as needed
Also ensure the plan is adjusted as needed to guarantee that it remains effective in helping the employee achieve their development goals. This also allows for any changes in the plan outcome goals as the plan progresses in case new developments such as changed career goals or newfound skills in new areas or changes in the industry occur, or they need additional support or resources to ensure the employee is still supported in their journey and is making progress.
Creating an effective employee development plan requires collaboration between the employee and their manager or supervisor. It is important to regularly review and update the plan to ensure that it remains relevant and effective in helping the employee achieve their goals and objectives. Whilst the development can benefit you and your company, it is also primarily for the employee so ensure they are included and are a key voice in the creation and adjustment of their development plan.
Employee development plan templates example
An employee development plan template typically includes the following components:
- Employee information: The employee’s name, job title, department, and the date the plan was created.
- Goals and objectives: List the employee’s development goals and objectives, along with a timeline for achieving each of them.
- Development activities: List the specific activities the employee will undertake, such as any courses, mentors, projects etc.
- Resource allocation: List the resources required, such as time off for training, funding for courses or conferences, or access to a mentor or coach.
- Timeline and evaluation: Create a timeline for the employee’s development plan, including milestones for measuring progress. This involves listing each activity and the dates they will begin and end. Identify how the employee’s progress will be evaluated and provide opportunities for feedback and support.
Example:
Employee information:
- Name: Jane Smith
- Job Title: Marketing Specialist
- Department: Marketing
- Date: June 1, 2023
Goals and objectives:
- Improve digital marketing skills to increase online engagement by 20% within six months.
- Develop project management skills to manage large-scale marketing campaigns.
Development activities:
- Attend a digital marketing course to learn about SEO and SEM.
- Shadow a senior project manager to gain hands-on experience.
- Participate in a cross-functional project team to learn about project management.
Resource allocation:
- Provide time off for the digital marketing course.
- Allocate funds for attending a marketing conference.
- Assign a mentor for the project management skill development.
Timeline and evaluation:
- June 2023: Attend digital marketing course.
- July 2023: Shadow senior project manager.
- August 2023: Participate in cross-functional project team.
- September 2023: Evaluate progress and provide feedback.
Encouraging employees’ development
Encouraging employees to undertake an employee development plan can have a significant impact on their career growth and the success of your organisation. Here are some strategies to encourage employees to take advantage of development opportunities:
- Communicate the benefits: Explain the benefits of employee development plans and how they can help employees improve their skills, advance their careers, and contribute to the organisation’s success.
- Provide support: Offer support for employees who are interested in pursuing development opportunities, whether it be creating a plan with them or providing days off for courses and training.
- Make development a priority: Encourage managers to prioritise employee development in their performance management and goal-setting processes. This can signal to employees that development is a priority for the organisation.
- Set a good example: Lead by example and demonstrate your commitment to employee development by taking part in development opportunities yourself. This can show employees that you value their growth and development.
- Recognise and reward progress: Recognise and reward employees who make progress towards their development goals. This can include offering promotions, salary increases, or additional responsibilities.
By encouraging employees to undertake an employee development plan, you can help them grow and develop their skills, which can lead to higher job satisfaction, greater engagement, and improved company performance.
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