How to Design IDPs: Employee Development Plan Examples for Small and Growing Organizations

An Individual Development Plan (IDP) is a strategic approach to personal and professional growth that helps employees identify their goals and develop the necessary skills to achieve them.

This article explores the key components of IDPs, their benefits, and provides various examples to guide the creation of development plans tailored to different roles and objectives. Whether you're looking to enhance employee engagement or align development efforts with company goals, this guide will offer valuable insights for designing effective IDPs.

What is an Individual Development Plan?

An Individual Development Plan (IDP) is a dynamic tool that fosters personal growth, skill enhancement, and career progression for employees. The IDP helps employees set specific, measurable goals aligned with their career aspirations, supported by strategies to close skill gaps and develop new competencies.

IDPs encourage continuous learning, boost job satisfaction, and strengthen organizational success. The process involves employees and managers working together to create a personalized development plan that addresses professional aspirations, areas for improvement, and the resources required to reach those goals.

Types of Employee Development Plans

Employee development can take various forms depending on the needs of both the employee and the organization. Here are the main types:

• Career Development Plan: Designed to support an employee’s long-term career goals. It may include identifying skills needed for higher-level positions, such as managerial or executive roles, and taking specific actions to prepare for these opportunities.
• Skills Development Plan: Targets enhancing specific skills that an employee needs to excel in their current role. This may include both hard skills, like software proficiency or project management, and soft skills such as leadership and communication.
• Leadership Development Plan: For employees on a trajectory to assume leadership positions, this type of IDP focuses on building leadership skills, decision-making capabilities, and strategic thinking.
• Performance Development Plan (PDP): A performance-driven IDP that helps employees improve specific areas of their job performance. It’s usually implemented when performance issues are identified, with clear goals and actions to help employees improve.
• Onboarding Development Plan: Aimed at new hires, this type of plan helps them integrate into the company culture, understand expectations, and develop the necessary skills to succeed in their roles.

Who Should Be Involved in Creating Employee Development Plans?

The creation of an IDP should be a collaborative effort, with contributions from several key parties:

• Employee: The employee’s personal and professional aspirations are essential in shaping the IDP. Their active participation ensures the plan reflects their interests and career goals.
• Manager: A manager provides valuable insights into the employee’s strengths, development areas, and performance. Managers work with employees to establish achievable goals and prioritize skills to be developed.
• Human Resources (HR): HR plays a strategic role in ensuring the IDP aligns with organizational objectives. HR provides resources such as training programs, mentoring opportunities, and tools for monitoring progress.
• Mentors or Coaches: Experienced mentors can offer guidance and insight to help employees develop specific skills and broaden their career perspectives.
• External Trainers: In some cases, specialized skills may require training from external sources, such as certifications or workshops.

Components of an Individual Development Plan

An IDP includes several core components, each contributing to the holistic development of an employee. These elements guide the employee’s growth and ensure alignment with their career goals.

1. Professional Goals and Aspirations

Clear professional goals are the foundation of any IDP. These goals help employees focus on their career ambitions, such as gaining a promotion, transitioning to a new role, or mastering a particular skill. Goals should be specific, measurable, and aligned with both personal desires and the company’s needs. For instance, an employee may set a goal to become a project manager within the next two years by obtaining specific certifications and gaining relevant experience.

2. Strengths and Talents

Identifying strengths and talents is crucial for setting realistic goals. Employees can leverage their existing abilities to further develop and refine their skill set. This section of the IDP helps ensure that employees work on building areas where they already show potential, which enhances job satisfaction and confidence.

3. Development Opportunities

Once goals are set, the next step is identifying development opportunities. This could involve on-the-job learning, mentoring, professional courses, or cross-functional projects that help employees acquire the skills they need to reach their goals. For example, an employee aiming to develop leadership skills might attend management workshops or shadow a senior leader.

4. Action Plans

Action plans are the specific steps employees will take to achieve their goals. This includes outlining resources required, establishing a timeline, and setting measurable milestones. An action plan ensures that employees have a clear roadmap, with concrete actions to take to meet their development objectives.

Steps to Create and Implement an Employee Development Plan

Creating an individual development plan (IDP) requires thoughtful steps to ensure that both the employee’s and the organization’s needs are met. Each phase is crucial for effective development:

Step 1: Set Clear Objectives

The first step is to establish clear career goals. Both the employee and their manager must have an in-depth conversation about the employee's career path, aspirations, and how they envision their future within the company. This will form the foundation for the IDP.

Step 2: Identify Skills Gaps

Assessing the skills required for the next role or future opportunities within the organization helps identify areas where improvement is needed. By comparing current abilities with those required for future positions, gaps can be pinpointed, guiding the development process.

Step 3: Create Development Strategies

Once the gaps are identified, it’s time to craft a plan for bridging those gaps. Strategies may include enrolling in professional development courses, pursuing new responsibilities, or finding mentorship opportunities. This ensures employees acquire the skills necessary for growth.

Step 4: Develop an Action Plan

An action plan sets the steps, deadlines, and resources needed for the employee to make measurable progress. By breaking down the development process into achievable steps, employees can monitor their advancement and remain motivated to achieve their goals.

Step 5: Monitor and Review Progress

IDPs are not static; regular reviews are essential to track progress. Employees and managers should have regular check-ins to assess how well the employee is meeting their goals, identify any challenges, and adjust the plan accordingly to stay on track.

Step 6: Provide Continuous Feedback and Support

Consistent feedback from managers and mentors reinforces progress. Recognizing achievements and providing constructive feedback ensures employees remain focused on their development, making them more likely to succeed and stay engaged with the company.

By following these steps systematically, both employees and organizations can ensure a focused, realistic, and effective development path for continued success.

Benefits of Employee Development Plans

Employee development plans offer various advantages for both employees and organizations, playing a crucial role in fostering growth and performance:

Enhanced Employee Engagement: When employees see a clear career progression and understand how they can evolve within the company, their engagement and job satisfaction increase. They become more committed to their roles, contributing positively to the workplace culture.

Increased Skill Development: Regularly updating and refining an employee's skill set ensures that they stay relevant in their field. It also allows employees to take on new challenges, feel confident in their roles, and contribute to the organization’s success.

Improved Retention: Investing in development shows employees that their professional growth is important to the organization. This sense of value and support can reduce turnover, as employees are more likely to stay when they see opportunities to advance.

Succession Planning: By developing a talent pool with specialized skills, organizations can prepare for future leadership needs. Having a strategy to cultivate potential leaders ensures that the company has qualified candidates ready to step up when needed.

Stronger Organizational Performance: As employees develop their capabilities, they become more productive, innovative, and efficient. This leads to better team performance, driving the overall success of the company. The collective improvement of skills within the workforce enhances the company's competitiveness in the market.

Individual Development Plan Examples

Now, let’s look at various individual development plan examples to illustrate different approaches to creating development plans for employees:

Basic Employee Development Plan: This type of IDP focuses on identifying employees' short-term and long-term career goals. It typically includes improving job-specific skills and gaining leadership experience. The plan outlines clear action steps and timelines for achieving these goals, ensuring that employees can track their progress and development.

Employee Development Plan for Company Growth: Slideteam’s approach aligns personal growth goals with the company’s objectives, emphasizing skills like collaboration and mastering new technology. This helps employees contribute directly to organizational success while developing in their careers.

Career Development Plan with Comments: Lumenlearning’s plan incorporates feedback from managers, which helps employees understand the skills and competencies they need to develop. The feedback also provides guidance on how employees can achieve their goals and how their progress will be evaluated.

Skill-Based Development Plan: This plan focuses on developing specific skills, like leadership, communication, or technical expertise. It combines training, mentorship, and hands-on experiences to ensure employees gain the required competencies to advance in their careers.

Side-by-Side Employee Development Plan: Smartinsights’ example compares the current skills of an employee to those required for future roles. It outlines clear actions, such as targeted training and cross-functional team assignments, to help employees close the gap and prepare for future leadership roles.

Professional Development Plan: The University of Wisconsin’s model combines certifications, higher education, and industry events to focus on academic and professional growth. This holistic approach ensures employees are equipped with the credentials and knowledge needed for their advancement.

Individual Employee Development Plan by Adobe: Adobe’s approach integrates personal and organizational goals. Employees are encouraged to explore different career paths, participate in skill-building workshops, and get involved in creative projects, fostering personal growth while supporting company objectives.

Learning and Development Plan by DCU: The plan emphasizes continuous learning through training sessions, webinars, and applying new knowledge. Milestones are set to ensure employees actively participate in their development and utilize learned skills in real-world scenarios.

Performance Development Plan by Reading University: This plan targets specific performance gaps. It sets clear targets—such as improving work efficiency or client communication—and provides a structured approach with strategies for achieving these goals.

70-20-10 Individual Development Plan by University of Michigan: This model focuses on 70% experiential learning, 20% mentorship, and 10% formal education. By balancing hands-on experience with guidance and structured learning, it offers a well-rounded approach to employee development.

Formal Performance and Development Plan by Washington State: This formal plan includes structured feedback and clearly defined goals, often used to address performance issues. It outlines a roadmap for improvement, helping employees meet targets and grow professionally.

Conclusion

An Individual Development Plan (IDP) is a critical tool for fostering professional growth, improving performance, and supporting employee retention. By creating a tailored plan that includes clear goals, strengths, development opportunities, and action steps, organizations can ensure their employees have the resources and guidance they need to excel. Moreover, IDPs benefit employees by providing a roadmap for career progression and skill enhancement. As organizations invest in their talent and employees take charge of their personal development, both parties can experience long-term success and growth.