A Manager's Guide to Building Personal Development Plans for team members

As a people leader, one of your primary responsibilities is to help your team members grow professionally, whether it is within their current role or in different roles. Supporting your team members in this journey is incredibly rewarding and this is one of my favorite aspects of my job. One effective way to achieve this is by creating Personal Development Plans (PDP). In this article, I’ll explore why PDPs are important, the PDP structure I’ve found most helpful for my teams, and tips & tricks to build effective plans. I’ll also share a one example of a PDP that I have built in the past.

Why are Personal Development Plans important

1. They boost employee engagement: Showing your team members that you’re invested in their growth can lead to increased engagement & job satisfaction

2. Enhanced performance: By setting clear goals and objectives, personal development plans can help employees focus on areas where they need improvement, leading to better performance in time.

3. Can retain top talent: Employees are more likely to stay with a company that supports their growth and development. Personal development plans help to identify and nurture their potential.

4. May facilitate succession planning: Personal development plans allow you to identify high-potential employees and prepare them for future leadership roles within the organization.

Personal Development Plan Template

1. Personal SWOT. Start by asking the team member to conduct a self-assessment using the SWOT framework (Strengths, Weaknesses, Opportunities, and Threats). This will help them better understand what their areas of expertise and improvement are.

2. Objectives. Work with the team member to set short-term objectives (next 12 months), medium-term (next 2-3 years), and longer-term objectives (3+ years).

3. Goals. Break down the objectives into SMART Goals (specific, measurable, relevant, and time-bound). This will make tracking progress easier and stay accountable.

Tips & tricks

1. Collaborate: Work together with your team member to create their personal development plan. This encourages buy-in and ensures their goals align with their interests.

2. Be realistic: Encourage team members to set goals that are achievable yet challenging but not overwhelming. This will prevent burnout and maintain high motivation.

3. Monitor progress: Regularly review and discuss progress.

4. Celebrate achievements: Acknowledge and reward when team members reach goals. This will boost morale.

5. Seek help from others: Don’t hesitate to ask for input from other members of the organization such as SMEs in the profession your team member wants to pursue or HR Business Partners. They can provide valuable guidance and resources to support the development goals.