Organizational progress never comes easy. It has to start with the employees. An employee development plan will help your employees level up their skills, help them perform better at their tasks, and prepares them for future roles.
There is no set script that you must follow to create an employee development plan. The only factors that you must keep in mind when making one are the scope of work and the company culture. Leaders must include reskill and upskill objectives in employee training to help them adjust to sudden changes. This will help serve both company's and employee's needs simultaneously.
It may be challenging to create an employee development plan without any experience or knowledge on how to do it but that shouldn’t stop you from doing it. The first step in creating one is simply getting started regardless of how much experience you have with what you are doing.
Here are some employee development plan examples from industry experts.
According to Martin Luenendonk, Co-Founder at Founderjar,
Employee development plans are a way to improve the way your employees are growing professionally. They help with creating a positive environment for their growth and provide employees opportunities to learn, reflect, and get support.
The employee learning and development plan can assist the company in meeting and even exceeding performance goals. In terms of anticipating emergencies, this plan can better prepare employees to deal with the unexpected. As a result, employees can respond swiftly and efficiently to ever-changing events.
According to Timothy Clarke, Director of Sales at SEOblog,
Employee development plans are a great way to ensure that your employees remain loyal and that you’re retaining them within your organization. It can increase employee retention because it acts as a roadmap to their career progress. Employees can see what steps they need to perform to progress. Plus, employee learning and development plans are also great for filling any skills shortages a business may have.
Start doing a quick skill analysis into how and where an employee can improve in their work. Look at any skills gaps the company may have and train your employees in those areas. Once you have a good understanding of what your organization needs, you can begin putting some training programs in place.
Another great way to do this is by looking at your company’s predicted growth. As your organization and its industry grow, your employees should be able to grow and progress as well.
According to Mary Fox, CEO at Marlow,
As leaders, it can be tempting to start building out training tracks that will work for a lot of employees, but every individual has their own set of skills and experience. One employee might need to work on specific technical skills, another might need to spend more time on developing their communication habits. To facilitate this at the enterprise level, you must offer a portfolio of resources that each employee can pull from as needed.
Managers should be creative when making employee development plans and think beyond promotion opportunities and educational courses. Growth is very versatile and can be achieved through several activities. It is also important to consult employees in the process and learn about their desires and aspirations in work.
According to Patti Naiser, CEO of Senior Home Transitions,
Employers must analyze employees’ strengths and weaknesses and identify what kind of employee training they need, favoring them and the organization. Training managers must aid their employees in polishing and/or acquiring new skills. Over time, work can become stagnant, and many employees might start to slack off. New and improved ways of completing their tasks must be introduced to keep them attentive. It is imperative for employers to make sure their employees are up to standard.
Employers should motivate their employees through employee development plans that map out both short-term and long-term goals. These plans should also include milestones that help in evaluating how well your employees are doing in achieving their goals within a given time frame.
According to Dean Scaduto, CEO at Dino's Digital Marketing
An employee development plan is the backbone of your employee's growth and maturity, which means you have to be very attentive to the details and ideas that you will incorporate into it. There's no easy way you can do it because no matter what employee development strategy you implement, you will always end up creating different scenarios which will need to be addressed.
In creating an employee development plan, instead of focusing on the benefits from such a program, focus on what you can do to incorporate organizational learning and skills development. It should be focused on helping an employee grow and gain more knowledge to make them more competent in the field.
One of the must-haves for an employee development plan is a way to measure results. It is easy to just set out a plan and check items off the list without reflecting and evaluating the outcomes to determine how well the plan works and if anything needs to change. So, as the manager and the employees come up with the development plan, there should be clear metrics with which progress can be measured.
A good employee development plan improves employee satisfaction and greatly reduces employee turnover rates. When you have laid out a good development plan, your employees will continuously learn and improve their skills, hence their productivity and quality of work also increases.
Just because you've finished an employee development plan doesn't imply you can sit back and wait for results. Encourage your employees to keep searching for chances for advancement and keep an eye out for new opportunities.
Examine your employees’ progress, evaluate outcomes, and determine what additional possibilities or challenges may be beneficial to both your workers and your company. Make sure you're willing to change objectives and methods in employee development plans frequently so you can take advantage of any new possibilities your employees may discover.