Development Conversations and Plans

Phase 1: Goal Setting and Skills Assessment

1. Identify Business and Role Requirements

Define skills, knowledge, and performance levels required for the employee’s role.

2. Assess Current Skills and Performance

Conduct self-assessments, peer reviews, and manager evaluations to identify skill gaps.

3. Set Career and Development Goals

Establish short-term and long-term goals aligned with the employee’s career aspirations and business needs.

Phase 2: Development Planning

4. Create a Personalized Development Plan

Outline clear steps, required training, and development activities.

Use SMART goals: Specific, Measurable, Achievable, Relevant, Time-bound.

5. Select Training and Learning Resources

Assign relevant courses, certifications, or on-the-job learning tasks.

6. Identify Mentors or Coaches

Pair employees with mentors or supervisors for guidance and support.

7. Define Success Metrics

Establish performance indicators to measure progress and learning outcomes.

Phase 3: Implementation and Support

8. Enroll in Training Programs

Register employees for relevant workshops, online courses, or certification programs.

9. Provide Ongoing Support

Schedule regular check-ins with managers or mentors to discuss progress and challenges.

10. Encourage On-the-Job Learning

Assign special projects, cross-training, or stretch assignments to reinforce new skills.

Phase 4: Monitoring and Evaluation

11. Track Progress and Milestones

Use task management tools or reports to monitor training completion and performance improvements.

12. Conduct Progress Reviews

Hold quarterly or biannual reviews to evaluate development plan effectiveness.

13. Adjust the Development Plan

Update goals and training activities based on evolving business needs and employee career growth.

14. Recognize Achievements

Celebrate milestones and achievements with promotions, new responsibilities, or recognition programs.