What Is an Employee Development Plan?

A female employee gets on the job training from a male manager as part of her employee development plan.

An employee development plan is a transformative tool that empowers employees to unleash their full potential within an organization. It serves as a personalized roadmap, guiding employees on a journey of growth, knowledge expansion, and professional excellence. From targeted training programs and thought-provoking workshops to invaluable mentorship experiences, these initiatives spark a fervent passion for continuous learning.

By embracing the power of an employee development plan, employers breathe life into a thriving culture of growth and development. This cultivation leads to higher levels of employee engagement, amplified job satisfaction, and a noticeable surge in retention rates. As the organization nurtures its workforce with dedication, the rewards are abundant—a highly skilled and motivated team primed and eager to conquer any challenge and seize emerging opportunities with unwavering confidence.

Why Is an Employee Development Plan Important for Company Growth?

An employee development plan, also known as EDP, aligns individual goals with company objectives, harnessing employees’ strengths and fostering a dedicated and motivated workforce. Here are 6 key benefits of utilizing employee development plans for company growth:

  1. Investing in employee development leads to improved skills and productivity, which directly contributes to a company’s growth and success.
  2. Providing growth opportunities sends a clear message to employees that the company values their success, fostering loyalty and engagement. 
  3. Employee development is instrumental in keeping staff up-to-date with new advancements, enabling companies to remain competitive and relevant in the market.
  4. Employee development plans are pivotal in identifying potential candidates for key positions, contributing to a smooth transition during leadership changes or company expansion.
  5. Having a reputation for employee development can attract talented individuals who are seeking growth opportunities. This, in turn, can strengthen the workforce of a company.
  6. Developing existing talent within the organization is cost-effective, saving on hiring and onboarding expenses while also ensuring a deeper understanding of the company’s culture and operations.

A female manager offers guidance to a male employee at his computer5 Tips to Create Impactful Employee Development Plans

1. Evaluate your organization’s needs

Assessing your organization’s needs and goals is a crucial first step in crafting an impactful EDP. Conduct a thorough analysis to pinpoint areas where fostering employee growth can yield the greatest impact on overall success.

Get to the core of your organization’s vision and strategic objectives. What specific areas are calling for improvement? Identify skills, competencies, and knowledge gaps that, once filled, will directly fuel growth and achievement.

Moreover, anticipate the evolving challenges and opportunities on the horizon. Embrace emerging trends and technologies that demand new skills from your workforce. Tailor your development plans to empower employees with the tools needed to conquer obstacles and seize triumphant opportunities.

2. Conduct comprehensive skills assessments

After evaluating your business’s needs and objectives, the next step is conducting a comprehensive skills assessment for your employees to gain a deeper understanding of their current skill sets and areas that need improvement.

To begin, gather relevant data from multiple sources to form a holistic view of your employees’ skills. Consider utilizing skills assessments and aptitude tests to evaluate specific technical or functional skills essential for their roles. These tests can objectively measure competencies in areas like technical proficiency, problem-solving, communication, and leadership.

Seeking feedback from managers is also crucial in this process. They have firsthand experience working with employees and can provide valuable insights into their capabilities and potential for growth. Likewise, a 360-degree feedback approach, where input is sought from colleagues and subordinates, can offer a comprehensive picture of an employee’s skills and performance.

3. Offer the right opportunities

Offering the right opportunities is critical to creating impactful employee development plans. It involves providing a diverse range of learning experiences that cater to your workforce’s varied learning styles and preferences. By offering a mix of formal and informal options, you can create a dynamic learning environment that engages employees and maximizes their growth potential. 

  • Formal learning opportunities such as workshops, coaching, and structured training programs provide focused and structured learning experiences. These sessions give room for interactive learning, group discussions, and hands-on practice, enabling employees to apply their newfound knowledge in real-world scenarios. 
  • On-the-job training is another valuable opportunity for employees to learn by doing. It offers a practical and immersive learning experience, allowing employees to acquire skills directly relevant to their roles. 
  • Online courses and e-learning platforms offer flexibility and accessibility, making them ideal for self-paced learning. 
  • Mentoring programs pair employees with experienced professionals from either inside or outside the organization who provide guidance, support, and valuable insights. 

4. Track and measure results

Tracking and measuring results are vital aspects of successful employee development plans. They involve consistently monitoring the progress and effectiveness of the plans to ensure they are delivering the desired outcomes. By defining clear performance indicators and gathering relevant data, organizations can evaluate the impact of the development initiatives on both individual performance and overall business outcomes.

Defining clear performance indicators sets the foundation for objective evaluation. These indicators can be specific to each employee’s role and the objectives of the development plans and the organization itself. For example, performance indicators may include:

  • Higher sales figures
  • Improved customer satisfaction ratings
  • Better productivity
  • A greater percentage of successfully completed projects

 5. Seek employee feedback

Employees are at the heart of any successful organization. Their perspectives and experiences are invaluable. When employees are invited to share their thoughts on the effectiveness of the plans, they become active participants in their own development journey. They can provide firsthand accounts of how the plans have impacted their growth, whether they have acquired new skills, and how any employee learning programs have translated into practical application in their roles.

Furthermore, employees can offer feedback on the relevance of the learning opportunities. By understanding which opportunity resonates most with employees, organizations can optimize their training resources and invest in programs that most directly impact employee engagement and performance.

Diverse engineers collaborate in an office.Employee Development Plan Examples

These career development plan examples can serve as practical guides for you and your employees to collaboratively draft a successful plan.

Development Plan Example #1

Employee Name: John Smith

Job Title: Sales Executive

Objective: Enhance sales skills and leadership abilities for revenue growth.

Development Goals:

  • Improve sales techniques
  • Develop leadership skills
  • Enhance product knowledge
  • Master time management
  • Improve presentation skills

Development Activities:

  • Attend sales training workshop
  • Enroll in leadership coaching program
  • Participate in product training
  • Attend time management workshop
  • Enroll in public speaking training


Q1: Sales and Product Training

Q2: Leadership Program

Q3: Time Management Workshop

Q4: Public Speaking Training

Progress Tracking:

  • Regular manager meetings
  • Feedback from clients and colleagues
  • Year-end performance review

Development Plan Example #2

Employee Name: Alexandra Turner

Job Title: Software Engineer

Objective: Enhance software development skills to contribute to innovative product improvements and technical excellence.

Development Goals:

  • Master programming languages
  • Improve problem-solving skills
  • Enhance software testing abilities
  • Develop agile project management skills
  • Strengthen team collaboration

Development Activities:

  • Enroll in advanced programming courses
  • Participate in problem-solving workshops
  • Attend software testing seminars
  • Join agile project management training
  • Collaborate on cross-functional projects


Q1: Advanced Programming Courses

Q2: Problem-Solving Workshops

Q3: Software Testing Seminars

Q4: Agile Project Management Training and Cross-Functional Collaboration

Progress Tracking:

  • Regular manager meetings
  • Feedback from team members and project leads
  • Year-end performance review

Development Plan Example #3

Employee Name: Sarah Johnson

Job Title: Marketing Manager

Objective: Develop leadership and managerial skills to prepare for a more senior leadership role within the marketing department.

Development Goals:

  • Learn how to manage a large team effectively
  • Improve conflict resolution in a group
  • Research and learn about new marketing niches 
  • Delegate projects more efficiently in the team

Development Activities:

  • Enroll in a leadership training program
  • Lead a cross-functional project
  • Participate in coaching sessions with an experienced executive mentor 
  • Travel to a conference to learn about broader marketing concepts


Q1: Leadership Training Program

Q2: Cross-Functional Project

Q3: Coaching Sessions

Q4: Marketing Conference

Progress Tracking:

  • Regular discussions with CEO
  • Feedback scrum with team members
  • Yearly manager reviews

Development Plan Example #4

Employee Name: Rob Patel

Job Title: Human Resources Specialist

Objective: Enhance HR skills and knowledge to create a positive work environment and foster employee well-being.

Development Goals:

  • Improve HR compliance and employment law knowledge
  • Develop effective employee relations and conflict resolution skills
  • Enhance talent acquisition and recruitment strategies
  • strengthen performance management and employee development abilities
  • Acquire knowledge in HR analytics and data management

Development Activities:

  • Attend HR compliance and employment law workshops
  • Participate in employee relations and conflict resolution training
  • Enroll in talent acquisition and recruitment courses
  • Join performance management and employee development workshops
  • Complete HR analytics and data management certification


Q1: HR Compliance and Employment Law Workshops

Q2: Employee Relations and Conflict Resolution Training

Q3: Talent Acquisition and Recruitment Courses

Q4: Performance Management and Employee Development Workshops & HR Analytics and Data Management Certification

Progress Tracking:

  • Regular meetings with HR manager
  • Feedback from colleagues and performance evaluations
  • Continuous improvement based on HR metrics and employee satisfaction surveys


Creating an employee development plan can be a catalyst that inspires employees to reach their full potential in the workplace. By embracing the power of employee development plans, organizations foster a highly skilled and motivated team, poised to meet challenges and seize opportunities with confidence and creativity. This dedication to employee growth sets the stage for a thriving future where success knows no bounds.

INTOO can support your employee development plans with expert career coaching, leadership development, and other career development programming. Contact us to learn how we can make a difference for you and your employees.

INTOO Staff Writer

INTOO staff writers come from diverse backgrounds and have extensive experience writing about topics that matter to the HR and business communities, including outplacement, layoffs, career development, internal mobility, candidate experience, succession planning, talent acquisition, and more.

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