As we’ve seen, there are lots of benefits to having a development plan in place for both you and your workforce. Once you’re set on introducing one, you can start the creation process. It might seem daunting at first, but by breaking it down you’ll be able to formulate a clear path of progression.
What better place to start than with your employees themselves? It’s all well and good you sitting down and deciding what someone should be aiming for, but this approach may be detrimental.
It’s important for employees to have a say in their own progression. The Balance Careers team discuss everything a worker might want from a job. Some of the most common desires from workers include:
The key here is to find out what really matters to your employees. Defining company goals and merging them with what your employees want is a way to help both parties progress.
To continue to evolve in your role, you need to have a platform on which to build. Offering learning opportunities is the perfect way of achieving that.
Nobody is ever truly an expert in any field. There’s always room for further growth. Making this an integral part of someone’s development plan means it becomes part of their overall progression.
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.
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.
