Retention is one of the most pressing issues for employers. With the cost of replacing employees at an average of six to nine months’ salary, and the average employee moving jobs every four years, it is more important than ever for employers to find ways to provide employees with opportunities for growth and advancement. An employee development plan helps your employees acquire new skills and expand their abilities for future roles within your company.
If done right, it can help employees stay in your company longer and happier. From roll-out to reporting, here are seven steps you can take to create an employee development plan.
How To Create Your Employee Development Plan
1. Start with a skills gap assessment
The first step to creating an employee development plan is to determine where employees need to be upskilled. An training requirements analysis will help you to determine not only what you need, but also how to get there. What skills are lacking or underdeveloped? And what employees require training first?
This analysis of training needs places your organizational goals at center stage for everything that follows. You can identify what you are doing well and what needs improvement. All training efforts can be simplified to maximize the benefit.
Also read: How to Improve Employee Efficiency
2. Identify employees for career and growth
Find employees who are open to learning and eager for growth. Your initial efforts should be focused on these employees. You will not only build current skills, but you will also invest in leadership and management training once they are ready.
Another benefit? Another bonus? Employees who are unsure whether they want to leave your company will be more inclined to stay if they know that you are committed to helping them achieve their career goals. This will help you retain the most talented employees.
3. Alignment with the company and employee goals
After you’ve identified the areas that need growth and the employees who are interested, Make sure you have both the goals and the means to achieve them.
Employee development plans can only take you so far if your employees aren’t involved. To strengthen your career succession plans, consider not only the career goals of your employees but also those specific to your company.
Employee satisfaction is best measured through discussions. It is also a great way to find out what training employees require, what they are interested in learning, and how they would like to be trained.
4. You can help them grow
A company’s employee development plan should not only focus on the current strengths of its employees. You should also think about the growth opportunities for your industry and your company.
Where will your company be in five years?
Ten? Twenty? How many leaders do you need to train if you expect great growth over the next few years? Are you looking at new markets or offering services? Do you have people who are ready to help take your company to the next level?
5. Use the employee development plan template to help you
You don’t need to create a new employee development plan to be successful. There are many templates to help you make your job easier once you have decided to move forward.
There are two types of employee development plans templates:
In the initial stages of your company’s development, consider an individual employee growth plan template. This allows employees to reflect on their career goals and see how they might be aligned with your organization.
The succession plan template allows your company to look to the future and determine where it needs to expand or hire. It also identifies the resources that are available (and what needs to be developed).
These guidelines can be used as a guideline to help you personalize both your employee growth plan and the plan for your business.
Also read: Top 10 Employee Engagement Apps for 2022
6. The learning opportunity should be incorporated into the training
Once you have created a career plan for your employees, ensure that the type of employee training is appropriate. Different delivery methods can be used to achieve different goals.
One example of a leadership training program might be to focus on these approaches:
- Cross training
- Shadowing a job
Upskilling, on the other hand, uses different tools to increase your employees’ knowledge and skills. These skills-based opportunities are available to you through:
- On-the-job training
- Augmented reality
You will get the most out of your data regarding where your company is heading and who is coming along with you. Then, you can use the right training tool to achieve the best results.
7. Use data to inform your decisions and track results
You have spent a lot of time creating a plan for employee development. How do you know it’s effective? You should take the time to evaluate your efforts and devise a plan for resolving any problems.
Regularly meet with employees to assess how things are going. Also, get their feedback on what they’d like to see more of. Identify the obstacles that make it difficult to keep up with your work, such as not having enough time or interruptions. Find ways to make training more efficient and easier.
You should have someone or a team that is responsible for monitoring the progress of your employee development plan. Small companies may not have the resources to hire a full-time employee development person. HR professionals and managers can assist with reporting on team wins or productivity.