10 Steps to Customizing a Win-Win Employee Development Plan Why would a business want to customize its employee development plans?

The answer to that question is, if youre doing them correctly, and youre focusing on the individuals employee development needs, you will be increasing opportunities for: 1. supporting your business growth; 2. delivering a positive return on your investment; and 3. improving your bottom line. If you take a look at executive studies, many show that talent management is a significant strategy for organizations. Unfortunately, even though employee development planning should be a part of the focus, it doesnt always play out that way. Mistakes or even backsliding can occur. Ill try and explain. Realistically, what can often happen is thisalthough a business may recognize that employee development meets a critical need; at the same time, its energies are more focused on the day-to-day priorities. In addition, instead of finding out what employees need to learn in order to support the goals and objectives of the organization, managers may take the course of least resistance by only asking employees, "OK, what do you want to learn?" In contrast, supervisors should create opportunities for their people to develop, as this type of employee growth doesnt just happen on its own. Another tendency with some managers is to mistakenly take on the responsibilities themselves. Then guess what happens? They get too busy with all that they have on their plates so nothing happens. Instead, managers should hand over ownership of the employee development plan to the employee and continue in a supportive role. Another common trip-up area is approaching employment development plans with a onesize-fits-all approach. You know, "This year we are all going to learn x,y and z," which takes us back to answering the introductory question. For employee development plans to be effective, its very important to customize them. Think of it this way. It can be a win-win. When a supervisor or manager (1) helps employees focus and (2) points them in the right directions, their employee development plans become more solidified. Based on my experience, here are 10 steps that managers can take to customize effective employee development plans: 1. Examine the skill sets and knowledge specific to the employees job. 2. Address the behaviors that are associated with meeting those job specifics. 3. Identify areas for improvement. For instance, communication or project management skills, etc. 4. Talk to employees about what they should be learning at this point in time. Ask questions such as, "What do you want to be when you grow up." In other words get them to focus on both short and long-term goals. 5. Set and clarify expectations using specific objectives and time lines, etc. 6. Approach the planning process as one resembling a contract, so that this employee development plan is viewed as an agreement between the manager and the employee. 7. Hand off the plan to the employee and ask that he or she continue developing it. 8. Schedule status and progress meetings. Make sure that the employee keeps up with certain touch points, which have been established to support the employees growth.

9. Remember to coach the employee and give them feedback about what he or she is doing right, as well as what needs correcting or modifying. 10. Review and evaluate progress with the employee. Also, its important to remember that both the manager and the employee have responsibilities to share in the employee development planning process. If both parties take time to customize the employees plan, it will definitely go a long way in helping an organization meet its own strategic goals for the business, and, ultimately, help boost profits. 1. Step 1 Arrange to meet with two to three employees from each tier of your company's structure (e.g., administrative or associate staff, midlevel management, senior staff and executives) to interview them about their expectations for personal development and advancement at your company. 2. Step 2 Summarize those findings into descriptive statements and make recommendations (for example, a lack of higher-level support can be addressed by incorporating mentoring into employees' annual work plans). 3. Step 3 Create a questionnaire for all employees with a section called "Employee Perceptions." List the summary statements developed in Step 2. Format the questions to generate answers about whether employees have encountered these problems at your company. 4. Step 4 Create a section called "Employee Goals," where employees can list their short-term and long-term goals. 5. Step 5 Create a section for managers to fill out called "Succession Planning." Once the employee has finished her part of the questionnaire, use this section to list the role(s) or position(s) the employee could strive for at your company (for example, a junior marketing associate could expect to become a senior marketing associate and then a marketing manager). 6. Step 6 Another section for managers to fill out could be called "Development Recommendations." In it, list the recommendations that correspond with the summary statements selected by the employee as well as any training or experience would help the employee reach her short-term or long-term goals. You may believe that your company is the only one in the free world that?s suffering from poor employee communication and frustrations at every level; We can assure you that you?re definitely not alone. But knowing that conflict and communication problems exist in practically every organization comes with little comfort. Are you getting the best out of your employees? If not then take steps to improve your organization by investing in an employee development program. Your employees are the only resource you have which separates you from your closest competitors... Because all organizational problems are fundamentally problems involving employees! No matter what technical, financial or other challenges you face, there will always be humans involved. As a result, all problems must be solved by you and your staff. Therefore, you will benefit from taking steps toward implementing an employee development program. Establishing or reestablishing trust and improving communication has a profound and positive impact on each employee?s development ? as well as on your company?s bottom line.

Important steps in employee development include: Determining your core group?s strengths and weaknesses. Tackling the larger issues or conflicts that are tying up your organization?s time and effectiveness. Encouraging employee feedback on the process involved in the employee development program so that staff ?buy in? and support is achieved. Developing trust and encouraging honest dialogue between people at all levels in the organization so that the company as a whole can react quicker and more effectively to challenges and competitors. The steps in employee development really begin to sink in and take your organization to the next level when employees realize that they have some semblance of control and that they are being heard. Through employee development, you?re guaranteed a lasting commitment and support of your strategic plan and company vision.