We are trying to not only accomplish tasks with our workers, but we are also trying to develop and empower them. The purpose of your Employee Development Plan is not simply to find ways to develop employees by assigning them specific tasks. You should be able to link the accomplishment of a task to one of your core or team values.
For example, if you want a worker to write a Standard Operating Procedure, what leadership or development skills are you teaching them? Are you empowering their writing and research skills? If so, what targets and sub-targets will you create to help both you and the worker understand their progress? The SOP may need to be written, regardless. You have an opportunity through that assignment to develop the skills of your worker. This is just one example of many.
For this assignment, you may either develop a year-long plan for one of your direct reports, or you may use the attached scenario . If you are going to use current employee development plans for people who report to you, you must break down all the components listed above.
Your plan should include:
SMART goals and the rationale for each goal
What skills are you trying to develop in this person?
What are their goals?
How can you leverage their personal drivers?
Details about your company/team core values
How each goal, project, or milestone supports those values
How the employee will be measured
Timelines, targets, and anything else you would like to include.
Determine how the goals in your plan align and support your company’s values. How could they be improved upon to more effectively challenge, empower, and educate you as a worker? (It is preferred to use something real if you can!)
