Module 5 – Individual Development Action Plans
Covered in this lesson:
- 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 are combined into the Manager’s Performance Handbook. (Individual forms are also separate for your convenience.)
Your Checklist & Next Steps
- Watch the video
- Video 7 – Training & Developing Employees for Retention and Growth (Follow along with the Handout.)
- 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.
- 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.
- Create action plan master spreadsheet
- Schedule quarterly follow up meetings to stay on track of Action Plans
- 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.
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