As an employee, having the ‘Right Stuff’ to perform and succeed in the job is critical. It’s equally important for employers to ensure their team members acquire and possess the ‘Right Stuff’ to succeed and advance in the job.

Hiring the right people is always the first step. Effective employee development is a close second. The best path to job success comes from actual experience, learning, and practice. Employers who offer personalized development plans based on each employee’s unique needs have a key advantage.

What is a PDP?

Whether it’s called a Professional Development Plan, a Personal Development Plan, or an Individual Development Plan (IDP), the focus is to help employees grow in their careers. According to the U.S. Office of Personnel Management, an individual development plan “is a tool to assist employees in career and personal development. Its primary purpose is to help employees reach short and long-term career goals, as well as improve current job performance.” It is not meant to be a one-time event but rather an ongoing partnership between the employee and employer.

The purpose of a PDP is to:

• Identify and address employee developmental needs
• Engage employees in learning experiences tailored to their needs
• Bridge skills and performance gaps
• Build new skills and hone existing ones

Ultimately, the goal of any PDP is to engage employees in their own development with a personalized prescription for career success. This type of strategic development is proven to create greater engagement, increase motivation, and to deliver both short- and long-term performance gains.

Start with a Skills-Based Diagnostic

Accurate diagnostics are the foundation of any effective Professional Development Plan. Diagnostics provide specific information to identify, predict, adjust, control, and recommend a strategic course of action. Just as an accurate medical diagnosis is required to prescribe the correct treatment plan, the right performance diagnosis is required to prescribe the right development plan. The more accurate the diagnosis, the more effective the PDP will be.

Currently, most PDP diagnostics are based on self-analysis, self-report surveys, or surveys from peers, subordinates, and managers. Unfortunately, these types of measures are subjective and therefore susceptible to bias. These types of subjective measures can also create adverse reactions and emotional stress since the results are based on the opinions of other team members. So, there is reason for caution when selecting diagnostic tools.

Skills-based diagnostics provide an objective alternative. Leveraging skills-based diagnostics embed personal development into the PDP process. A skills-based diagnostic (such as a performance-based test or job simulation) replaces subjectivity and bias with a fair, accurate, and objective measure of job-relevant skills. The best diagnostic tools provide immediate access to results and generate a personalized development prescription based on each employee’s individual needs.

Choose the Right Development Activities

It’s important to pause and reflect on the definition of development within your organization. When reviewing PDPs, consider how much of the plan focuses on curriculum such as books, training, e-learning, or courses related to the acquisition of knowledge. While knowledge is a prerequisite to development, actual development relies on the application of knowledge. If the objective of PDPs is to accelerate and advance successful performance, then the plans should logically be weighted toward the application of knowledge. Applying knowledge and the mastery of job skills typically occur best through on-the-job activities and practice. This approach not only improves performance, but also boosts engagement, morale, and confidence.

Consider Effort and Ease

Most PDP software attempts to combine all functions of development planning such as diagnostics, modules/tutorials, monitoring, tracking, and analytics into one platform. Even though the software is intended to add convenience, these platforms typically place greater focus on information management, rather than on inspiring the development of individual employees. This added complexity can make professional development seem daunting to both employees and managers. The kiss of death to any PDP process is when it is viewed as a tedious nuisance by users.

The key to an effective PDP process is to balance the organization’s need for efficiency with participants’ requirements of ease and accessibility.

Gain Organizational Buy-in

To be successful, PDPs must have a clear and solid commitment from the organization. Key factors to ensure long-term commitment include:

• Agreeing on a clear vision for employee development
• Setting realistic goals for implementation
• Tracking specific development metrics and milestones
• Regularly communicating the success of employees who have benefited from the PDP process

Empower Employees for Success

There are many hindrances that can interfere with the viability of professional development planning, such as inaccurate and/or subjective input, overly complex processes, and inadequate support and follow-through.

The best Professional Development Plan processes are simple, flexible, and easy to use. They’re based on an accurate skills diagnostic that links personalized development to the goals and needs of each individual employee.

By offering employees a personalized prescription for career success, employers develop bench strength while fostering continuous employee growth and engagement.

Do your employees have the “Right Stuff?” Know for sure! Click here to learn more or call us at 883.332.0648.