Reviewing an employee development plan
A solid plan is nothing without a review process. These face-to-face chats allow you the chance to discuss what has and hasn’t been going well, and how you can go about improving that moving forwards.
How many reviews you hold with your employee every year is up to you. That said, it’s not uncommon for someone to sit down with a senior member of their team in the middle and at the end of their working year.
- The half-year review
Biannual assessments provide both parties with a good chance to catch up and work out where things are. You can discuss aspects of work including:
- How comfortable an employee is feeling in their role
- Challenges they’ve faced
- Where they are regarding their end-of-year goals
- What you want to see from them over the next 6 months
- The annual review
This will be carried out in much the same way as the half-year review, but with a more definitive conclusion at the end. This meeting is ultimately a means of working out how successful someone has been at achieving their aims for the year.
- If it’s part of your pre-designed development plan, it’s also the perfect time to provide your employee with an update on their salary.
- If goals have been met, you can also use this session as a chance to come up with some new objectives for the next 12 months.
- Future actions and learnings
If someone is struggling, or needs steering back onto the right path, a review is a handy way of doing just that. It can also be a time of reflection to look back on issues faced and assess what lessons can be taken from them.
Remember, the ultimate aim of any plan for an employee is to help them – and the company as a whole – progress. These meetings can be used to keep that goal on track.