Employees regularly cite “lack of development opportunities” as a reason for wanting to leave their current company. This 2016 Forbes article went as far as suggesting that development was the most neglected aspect of the management function, while a 2013 CEB study highlighted that only one in four organisations had effectively integrated talent management with the companies strategic objectives.
In a nutshell, many employees lack a development plan, or the one they have is not linked to business performance. Either way, this is bad.
The good news is that it is easy for managers to put in place an effective and engaging talent development plan. Before we start, there are three principals that you will need to get onboard with.
Principal 1: Development comes from a variety of learning streams such as experience, formal training, informal learning, feedback and coaching
Principal 2: Managers are ultimately responsible for developing their employees
Principal 3: Employees share some of the responsibility and should have a say in their own development
Now use the following questions to guide you:
Now you have highlighted the needs and possible solutions, you are ready to draft a basic development plan and discuss it with your individual employees. Need some help?Contact Shapes HR.