5 Essential Steps to Creating an Effective Employee Development Plan


Developing your manpower requires creating an employee development plan that would track his or her career growth. This is essential when you are planning to promote from within the organization. Having internal promotion creates a well-balanced environment where an employee has room to grow. Remember that employees are your internal customers, and opening doors for more opportunities keeps them motivated.

Ask Feedback When Creating an Employee Development Plan

One way to encourage feedback is to adopt an open-door policy where employees can voice out their concerns to higher management. This promotes transparency in the company’s hierarchy. If the employee is rather reserved about voicing out his or her opinions, take the initiative to ask them about their jobs. Give them assurance that the company is willing to render support in areas where the employee is facing difficulty.

Provide Training Opportunities

Continuous learning is imperative in keeping up with trends and sharpening skills. Training equips the workforce and makes them more competent than ever. We provide excellent training courses that are designed to groom would-be leaders to become the best version of themselves.

Giving Merits or Rewards

It is necessary to recognize important milestones in a person’s career. This can be done by giving out bonuses, salary increments, or certificates of appreciation. Employees become more driven in their pursuit for excellence if the employer takes time to recognize their hard work.

Personalize Your Employee Development Plan

No two employees are the same, and the bullet points in each plan must be custom-made for each individual. Make sure to write clear job descriptions for every job title. The purpose of personalizing the employee development plan is to avoid creating the impression that your company is a sweatshop where a worker is just another face in the crowd.

Identify Goals and Objectives

In order for the plan to succeed, the employee must also fulfill his end of the bargain. It is a symbiotic relationship that requires the commitment of both parties. Set deadlines for each goal. Make sure the goals are attainable based on the track record of the employee. Provide alternatives in the event that the plan fails to work out. Let the employee sign on the document to show that he or she is committed to the entire process.

The written document is kept by the supervisor who is also responsible for appraising the employee. Make sure that Human Resources has a copy in the master file so that they can keep track and prompt the supervisor when nearing the date of the next evaluation. Remember that creating an employee development plan is the best way to nurture talents and turn them into key players in the company.



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