For many organizations, development planning is a real pain point. Given that employees value being invested in, it may be expected that most everyone would feel positively about the development planning process. However, the truth is that many see it as a compliance exercise that adds little to no value. In fact, only 23% of HR leaders rate the development plans in their organizations as effective.
The good news, though, is that it doesn’t have to be this way. Investing in effective, meaningful and ongoing development can accelerate both individual and organizational growth. Development planning done right leads to employees feeling more engaged, motivated and committed. As a result, it’s key to raising the internal promotion rate and building your talent bench.
For many organizations, when they think of career development, their focus is often on career pathing. While career pathing can be beneficial, it loses its value if employees aren’t ready to walk the path. This is where effective development planning comes in.
So, let’s take a look at the effectiveness of development planning in your organization.
Assess Development Planning in Your Organization
Take this short assessment to assess your organization’s development planning initiatives. Determine how you would rate your organization based on each 1 to 5 scale below. Add up your scores as you go along.
Scoring and Interpretation
Based on your total score, refer to the key below.
5-10: The investment and commitment to development planning is currently low at your organization.
11-15: There is room for improvement. Your current development planning practices are not adding the full value that you likely desire.
16-20: You’re building momentum in your organization. There is awareness of what’s required, execution has already begun, and there’s room for more.
21-25: Congratulations! Development planning is well underway and driving the future growth of your people and your organization.
Enhancing Development Planning
If you want to make development planning an integral part of development in your organization, here are some tips:
- Make development easy and accessible. Create a common language for development that can be deployed across all talent practices, i.e., performance management, succession planning, talent review, etc.
- Get everyone talking. Improve the capability of managers and employees to have meaningful development conversations.
- Inspire people. Ensure employee development strikes a balance between organizational needs and personal motivation.
- Normalize ongoing development. Encourage the open and transparent sharing of development plans and growth for the future.
And if your organization doesn’t have development planning yet, these are helpful tips to remember when you do get started!
If you’re looking for an easy development planning win, GrowWise, our virtual career development program and personal growth lab, can do the bulk of the work for you. Designed to make personal growth accessible and engaging, GrowWise supports you every step of the way, from self-discovery to achieving your career aspirations. Take the guesswork out of career development and empower your people to grow! Reach out for a demo.