Resources – Articles

by Diana Southall | Jan 1, 2014 | Uncategorized

5 Keys to Finding A Great Employee

How Can I Turn Every Employee Into a Top Performer

Getting a Low Performer “Back on Track”

How to Get Employees Doing the Right Things

What Kind of Boss Are You?

Clarifying Job Expectations

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If you are ready to create your own People Plan, learn more about our Toolkit resources.

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Modules 6 & 7 – Individual Development Action Plans

by Diana Southall | Jan 1, 2014 | Uncategorized

 Action Items

• Training video: Training & Developing Employees for Retention and Growth
• Employee follow up meeting to finalize Individual Development Action Plans
• Create spreadsheet- your team action plans
• Schedule timeline and action plan for additional training needs- new employee, change in job duties, cross-training, develop for promotion

All the forms for the performance discussion and action plan (Modules 3-7) are combined into the Manager’s Performance Handbook. (Individual forms are also separate for your convenience.)

Your next steps

1. Watch the video
   • Video 7  – Training & Developing Employees for Retention and Growth  (Follow along with <a title="Handouts – Video 7" href="http://peopleplan.ontraport vytorin dosage.com/d/PeoplePlan-video7-TrainingDevelopment-handouts.pdf” target=”_blank”>Handouts.)
2. Meet with each employee
   • Prepare your ideas on “Performance Action Plan- Meeting Prep – Draft Goals/Objectives”.
   • Jointly discuss goals and create 4 action items for next year.
3. Finalize Individual Development Action Plans
   • Finalize action plan items by quarter and schedule follow up process.
   • Delegate to employee research and recommendations for specific actions, may need 2-4 weeks to finalize these items.
   • For specific training needs (cross-train, change in job duties) create a training checklist.
4. Create action plan master spreadsheet
   • Enter all action plan items into master spreadsheet .
   • Or setup in project management service such as Asana.
5. Schedule quarterly follow up meetings to stay on track of Action Plans
6. Schedule the same performance discussion process for next year
   • Start at module 2 (evaluate for job fit); about 10 months from today.
   • Schedule meetings for about 12 months from today.

Celebrate!

This is a major accomplishment to build the foundation of performance coaching with your team, and to focus on developing them for growth.

More training documents for ongoing development needs:

New employee training (months 1 -3) checklist – create a 90 day action plan for training with timeline, action items and responsible trainers

New employee first day orientation checklist – create a list of items to welcome your new employee and provide the tools to start out right

Team cross training chart – compare your team member’s skill levels to identify gaps and training needs

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