As an employer, creating an employee development strategy is crucial to fostering a great relationship with your employees. By working with your employee to develop a plan to support their professional growth, you’re not just helping them succeed; you’re also investing in the success of your business. Supporting an employee’s growth can lead to higher employee satisfaction, helping your company retain its top talent and function more efficiently.
So how do you get started in creating a successful development plan for your employees? Keep reading for some tips to help you get started.
Development should be a hands-on activity.Goals with purpose
Every employee development plan starts with clear, measurable goals. When you hire new employees, outline where they might go in a year. What skills should they acquire in that year? What responsibilities will they have?
Goals should be adjustable to reflect the strengths and weaknesses of each individual. Not everyone learns at the same pace; some employees might need a little extra coaching, while others will need to be fast-tracked on their learning journey.
Targeting competencies
According to the Society for Human Resource Management, one key aspect of developing leadership is taking a targeted look at an individual’s competencies, meaning their knowledge, skills, abilities, and behaviors that contribute to their performance.
An integral part of the development process is training employees to fill in the gaps in their knowledge. Sometimes, skills can’t be fully developed through on-the-job training and may require special programs to reach full advantage. E-learning opportunities are an excellent and convenient way for employees to learn practice skills at their own pace.
Personalization and flexibility are crucial to an effective employee development plan. Ultimately, the plan should be centered around motivating each individual to take the initiative in their growth, with the employer providing the tools for their advancement.
