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In a recently released report, Culture Amp identified that “…employees who don’t feel they have access to clear development opportunities are 41% more likely to leave their current company.”
More than ever, Individual Development Plans for employees have become an essential part of the HR and management landscape.
An effective Individual Development Plan is an actionable document, which can be used to guide and direct the development of individual employees.
While these IDP’s help employees identify longer-term career objectives, they should also be used to help set short and mid-term objectives or goals, providing more tangible targets needed to maintain a moderate level of career motivation and aspiration for each team member.
The Benefits of Individual Development Plans.
- Managers as Mentors: Many managers can be valuable allies to their staff when they adopt a role like that of a career counsellor. This is a win-win relationship, providing the potential for benefit to both parties.
- Increase Productivity: When goals and objectives are set, monitored, encouraged and rewarded, productivity almost always improves.
- Improve Retention: Humans have a poor relationship with uncertainty. If employees can envision a future with the organisation, they are more likely to continue their career journey with yourcompany.
While all leaders and managers are encouraged to initiate these essential career conversations with their team members, there is merit in staff members taking it upon themselves to ask their leader/manager for a meeting to discuss their career options and potential pathway – ideally within your organisation.