Managers are key in the success of employee professional development, especially when it comes to creating a personalized guide of growth for each employee: a professional development plan (PDP).
When managers help employees create, implement, and carry out their own personal PDP, those employees will be happier, more productive, and more loyal to the company, not to mention more skilled and valuable workers.
The Irrefutable Benefits of Professional Development
Professional development often falls by the wayside for many companies. HR teams and managers have so much on their plates already, they just don’t have time to create structured avenues of growth for each role.
While understandable, the benefits of professional development for employees are clear:
- 94% of employees would stay at their company longer if they had opportunities to learn and grow.
- E-learning can increase retention rates by 25-60%.
- Organizations with professional development strategies in place have 11% greater profitability and 2X greater retention.
- 71% of employees agree that effective training and development increases job satisfaction.
Employees who have development opportunities stay longer, are more engaged, and do better work. It’s that simple. However, a staggering 80% of employees aren’t happy with the development opportunities at work!
It’s up to organizations, and managers in particular, to change the trend and help employees develop in meaningful and impactful ways.
Professional Development Plans and What Managers Can Do
One of the most important and foundational steps to a successful professional development strategy is a professional development plan. Here’s what you need to know about PDPs.
What Is a PDP?
A PDP is a step-by-step plan that outlines goals, strategies, and resources required for an employee’s professional growth. A good PDP includes things like:
- A self-assessment of where the employee is now
- Overarching goal of where they want to end up
- SMART goals, split into short and long time periods, for reaching that point
- Specific skills they want to develop
- Actionable steps over a specific timeline
A PDP puts thoughts to paper and makes action easier by providing the guidance and motivation an employee needs to accomplish their goals. It also helps managers and the organization as a whole know how they can help employees in their professional journey.
What Can Managers Do to Help Employees Create/Follow a PDP?
While a professional development plan is a personal record of professional goals, managers can be hugely impactful in helping employees meet their goals at work. Here are strategies for managers to keep in mind.
1. Provide Time and Resources for Self-Assessments
Employees need to know where they’re at before they can know where they want to go. Managers can help by creating a company-sponsored self-assessment to give to employees to take. Self-assessments should cover the employee’s skills, career goals, and interests.
2. Assess Each Employee in 1:1s
While employees assess themselves, managers should take enough time to perform a robust assessment on the employee as well. Put an equal focus on what the employee does well already and skill gaps that they could fill. Cover things like:
- Technical skills
- Interpersonal skills
- Attitude
- Aptitude
A self-assessment is great for employees to develop goals and decide on a direction, while a manager assessment is an important outside perspective.
3. Assess Team, Department, and Company Needs
Once managers know where their employees want to go in their careers, it’s important to help them find a real avenue of growth at the company (if at all possible). Work with other leaders to find gaps in the team, other departments, and the company as a whole, and plan ways for employees to upskill to fill those gaps.
4. Provide Actionable Strategies and Helpful Resources
With employees’ skills assessed and their goals set, it’s time to develop a professional growth plan that the company and team can support. Consider resources such as webinars, workshops, online classes, or conferences that employees may find useful.
Additionally, consider job shadowing and mentoring opportunities for employees interested in other positions or teams. According to each employee’s professional development plan, build out a support network that helps employees reach their goals and grow in their careers.
Empower Professional Development and Retain Top Talent
By working with employees to build company-supported professional development plans, managers can play a pivotal role in whether employees feel satisfied with their growth opportunities. And when they’re satisfied, they stay longer, stay happier, and are more engaged. Not to mention that as employees grow in skills and confidence, they contribute more to the success of the company—it’s a win-win!
