Employee Development Plans 101

Presented by Deidre Dutcher

Employee Development Plan (EDP)

• Each person’s strengths and weaknesses

• Goals of the individual employee

• Company structure

Job Shadowing

Performance-Based Development Plan

Performance appraisal

Management By Objectives (MBO)• Identify objectives.

• Steps to achieve the objectives

• Measure progress at select intervals.

• Note completion of intermediate achievements.

1. Identify each person’s strengths and weaknesses.

Different Purposes of an EDP

Purpose of an EDPGet to know and connect with each of your staff.

Open communication

Com

mun

icat

ion

is d

eadl

y.

Coaching and Mentoring Skills

Improve morale and production.

Allow you time to deal with other issues.

EDPBack on track

Create an EDP

• Set standards for store appearance.

• Create accountability.

• Improve morale.

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1. Pre-planning stage

Questions1. Where do you see yourself in 5 years? 2. What are your professional goals for

this next year? 3. Make a list of core competencies that

are necessary to do your job. 4. On a scale of 1−5, rate yourself in

each of the skills you listed. 5. What aspects of your job do you like

least and which do you enjoy most? 6. What major accomplishments have

you achieved since your last performance appraisal?

Questions1. What have you done to improve in

any areas? 2. What have you been doing to

prepare yourself to move ahead in your career?

3. What activities would help you develop yourself?

4. In what ways can your supervisor and/or the organization help you do a better job?

5. What changes would you like to see in your current job?

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2. Create a plan.

Developmental Tools• Training§ Peer coaching § Job design changes

Developmental Tools• Training § Peer coaching § Job design changes

• Visibility

Visibility equals credibility.

• Assist the boss. • Special projects

Who is responsible for implementing these tools?

Create the EDP

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3. Monitor progress.

• Schedule meetings. • Check in from time to time

on the employee’s progress.

MBWAManaging By

Walking Around

Take notes.Exercise

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4. Determine outcomes.

Performance Review• Let the employee

offer feedback. • Set new goals. • Write the new EDP. • Evaluate yourself.

Recognizing each person’s successes and improvement

Recognition

• 70% recognize annually or not at all.

• 17% support recognition.

• 87% recognize service or tenure.

What is working?

20% recognition-rich culture

31% lower voluntary turnover

5 Best Practices of Recognition1. Recognize people based on specific

results and behaviors. 2. Implement peer-to-peer recognition,

not top down. 3. Share recognition stories. 4. Make recognition easy and frequent. 5. Tie recognition to your own company

values or goals.

• You create communication and trust, and you increase productivity and reduce turnover.

• You improve your coaching, mentoring, and leadership skills in the process.

• You build a team that’s motivated, well-trained, and cooperative.

EDP