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Reminder: Employee development plans – action required


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As we continue our commitment to fostering professional growth and excellence within our teams, it is important to work with your team members to create development plans by [enter date].

Employee development is a cornerstone of our success, and, by collaboratively crafting individualized development plans, we can empower our team members to reach their full potential. Here are some key points to guide you through this process:

  1. Initiate conversations: Schedule one-on-one meetings with each team member to discuss their career aspirations, skills, and areas for growth. Encourage an open dialogue to understand their perspectives on their professional development.
  2. Set clear objectives: Clearly outline the development objectives for each team member. These objectives should be aligned with both their career aspirations and the needs of the team and organization. Have your employees document their development [enter process].
  3. Identify skill gaps: Work together to identify any skill gaps or areas that require improvement, and/or use feedback from the annual performance review. This could include technical skills, soft skills, or leadership capabilities. A comprehensive understanding of these gaps will help tailor the development plan.
  4. Explore learning opportunities: Provide guidance on available learning resources, training programs, workshops, and mentorship opportunities. Encourage a mix of formal training and on-the-job learning experiences.
  5. Regular check-ins: Schedule regular check-ins to discuss progress, address any challenges, and make adjustments to the development plan as needed. This ongoing dialogue ensures that development remains a dynamic and relevant process.
  6. Recognition and feedback: Recognize and celebrate achievements along the way. Regular feedback is essential for motivating employees and reinforcing positive behaviors.

Please aim to have initial development plans in place for your team members by [specific deadline].

Things to consider:

  • Customize this communication to include any development training courses or stipends your company offers.
  • Outline where/how managers should guide employees to track their development plans.

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