Where can I get an employee development plan template?
A good employee development plan is initiated and driven by employers but is owned and managed by their employees. The completed plan is the starting point for an ongoing conversation about what your team members seek from their roles, the ways they feel they can develop and grow, and how it all contributes to the bigger picture of business success.
First of all, you can and should encourage your employees to share their goals and aspirations. Let them take the lead and you can gently guide the conversation in line with where your business is going and how they fit into that vision.
Depending on your type of business, you might like to consider either a formal development plan or a verbal agreement. In either case, our features a structure they can use to help you work together to develop goals and actions.
Forward our template to each employee, asking them to complete it. The form asks them to:
Our employee development plan template consists of three sections:
Here are the questions that are posed in each section:
What has gone well in the past year? Where do you feel you made the most progress? Think about the things that have helped you feel confident about what you do.
Which interests or abilities would you like to explore? Which new or improved skills would help you develop – and why? What’s the best way for you to learn?
Where would you like more responsibility? Are there any areas you need more experience in?
Has anything hindered your progress? Would you do anything differently? Consider whether additional support, such as shadowing a more experienced team member, would help.
Use the development areas you talked about in ‘Strengths and opportunities’ as prompts here. How do your answers translate into tangible goals? Then list these in order of priority.
What steps will you and your manager take to make progress? Are there any responsibilities or tasks you could be given to broaden your experience? Could anyone outside the business help?
List any training materials, courses or conferences that could help. Also think about any time needed for development opportunities.
How will you measure your progress? Think about feedback and assessments here.
Choose dates within the next year to aim for. Be careful to make sure they are realistic.
Evaluate how this plan is working at least every three months, as part of your progress review. As well as checking in on your progress, you need to make sure your plan is still relevant.
Don’t forget to talk about your wins and how you overcame challenges.
What blockers have you come up against? How can your manager help you get around these?
The structure of our employee development plan along with the questions posed above, can help you and your managers get the most out of your employees – while keeping them motivated and engaged. All of which is a great investment in growing your business.
The information in this article and the template it refers to, is a general overview and should be used as a guide only. We recommend that you seek independent professional advice about your specific circumstances before acting.