7 Individual Development Plan Examples Plus Ready-To-Use Templates
When companies prioritize personal and professional growth opportunities, 94% of employees feel more committed to them and will likely remain there longer. How can you provide staff with what they need to feel engaged and committed?
Individual development plans (IDPs) are essential for reskilling your workforce. In fact, 97% of employees want more learning options, and those with access to learning opportunities are almost three times more likely to feel engaged.
By identifying key skills, setting actionable goals, and tracking progress, IDPs create a clear path for employees to build new competencies and advance their careers. This article examines different examples of individual development plans and provides a free, customizable IDP template.
Contents
What is an individual development plan?
The benefits of IDPs
What to include in your individual development plan template
7 individual development plan examples
Free individual development plan templates
8 HR steps for implementing IDPs in your organization
How to determine the success of IDPs
What is an individual development plan?
An individual development plan (IDP) is a personalized career growth roadmap that outlines an employee’s career goals and the skills or competencies they need to develop to achieve them.
Each employee builds their IDP together with their supervisor to ensure alignment with organizational objectives. IDPs shouldn’t just address current job requirements but also guide long-term career growth and professional development.
The benefits of IDPs
Well-designed IDPs can help both the employer and the employee. These benefits include:
For the employer
- Enhanced retention: Investing in individual growth and aligning personal goals with organizational needs can help improve employee retention.
- Increased productivity and engagement: Helping employees develop relevant skills for their roles can lead to greater employee engagement and productivity.
- More support for succession planning: Preparing employees for future roles and leadership positions can boost your company’s succession planning efforts.
- Improved team performance: Employees acquiring new skills can drive collective outcomes that benefit their teams and the company in the long term.
For the employee
- A clear roadmap: An IDP provides a detailed roadmap for achieving career goals, making each worker’s professional growth more intentional and structured.
- Increased job satisfaction and motivation: Ensuring an employee’s sense of progress and purpose is likely to improve their motivation and job satisfaction.
- Greater confidence: As employees gain new skills and competencies relevant to their roles, they’re likely to become more confident at work and take more initiative.
- Proactive learning and skill-building: Empowering employees to take ownership of their career paths will encourage them to be more proactive in developing new skills.
“IDPs are a powerful way to show mutual commitment to continuous learning and the development of an organization and its employees. It has the potential to build robust organizational capabilities while providing tools to employees to develop their skills.”
What to include in your individual development plan template
Using an IDP template can make crafting an IDP quicker and more efficient and ensure you don’t leave out any important details. A good IDP template should include the following elements:
Competency and skill analysis
A competency and skill analysis allows employees to assess their current skills and identify those relevant to their roles and career aspirations.
To conduct this analysis, employees must list critical skills for their current roles and additional competencies needed for future goals. Encourage them to identify skills gaps and seek feedback from managers or colleagues for further insights.
Goal setting
Setting goals helps provide direction for the IDP by ensuring each step in the plan aligns with the employee’s career objectives. At the same time, using SMART criteria can help them set realistic goals.
These should include both short- and long-term goals to ensure balanced employee development. An example of a short-term goal is completing a course, while a long-term goal could be an employee aiming to progress into leadership.
Actionable steps and resources
This section breaks down each goal into specific actions and lists the resources needed to achieve them. Employees should outline the necessary steps for each goal they’ve listed, including deadlines and expected outcomes.
Next, help them identify resources that can provide support for them in reaching their goals. These can include training, mentorship, relevant courses, internal resources like job shadowing, and external resources like relevant certifications.
Milestones and progress tracking
This helps the employee define specific points to evaluate their progress, keeping them motivated by acknowledging their achievements. Guide employees to set clear milestones for each goal and schedule regular check-ins with managers to assess progress, address challenges, and adjust as needed.
Success criteria
These criteria define what the successful achievement of each goal looks like and, as such, help employees set concrete targets to work toward.
Get them to include it in their IDPs by having them outline measurable indicators for each goal, such as passing exams, positive feedback, or project completion. This will help both managers and employees objectively gauge success in all relevant aspects.
Timeline
Employees must also establish a realistic timeframe for each goal in order to keep their respective IDPs on track. You can work with them to set specific dates for key milestones. Doing so will not only ensure a structured approach but also help prevent procrastination.
At the same time, you can also use visualization tools (e.g., Gantt charts) or project management software to provide a comprehensive view of the timeline and make it easier to monitor progress. Calendar reminders or periodic alerts can serve as helpful nudges to keep the plan on track and highlight any potential delays.
Support and accountability
A strong support network and accountability mechanisms are crucial for an IDP’s success. Employees should identify mentors, managers, or colleagues who can provide constructive feedback, guidance, and encouragement throughout their development journey.
Schedule regular check-ins and progress reviews to create opportunities for meaningful discussions about employees’ challenges and achievements. Additionally, use tools like progress trackers or shared updates to ensure transparency and alignment among each employee and their supporters.
Learn to enable individual development to drive business success
To ensure successful individual development plans, you’ll need to work with employees and managers to assess each employee’s skills, set clear goals, identify growth opportunities, and provide ongoing support and resources.
In AIHR’s Talent Management & Succession Planning Certificate Program, you will learn to engage and develop employees to ensure your organization can access, nurture, and retain the talent they need.
This online, self-paced Certificate Program will also teach you about modern talent mobility practices, how to create an environment for talent to thrive, and keeping your critical talent engaged and on board for the long term.
7 individual development plan examples
1. New employee development plan
A new employee PDP helps HR professionals streamline the onboarding process by shortening the ramp-up period and setting clear expectations. This type of development plan focuses on helping new hires adapt to their roles, understand the company culture, and build essential skills right from the start.
Typically, it includes a 30-60-90-day plan that outlines responsibilities and supports skill-building. By providing this structure, the PDP sets the stage for long-term growth, helping employees quickly get up to speed and feel confident in their new position.
Example plan:
- Goal summary: Achieve proficiency in core job responsibilities within 90 days.
- Key tasks:
- Understanding company tools (e.g., CRM or internal systems).
- Communication and collaboration with teammates.
- Action steps:
- Complete company onboarding training within the first month.
- Shadow a senior employee for two weeks.
- Schedule weekly check-ins with the manager to review progress.
2. Individual development plan for managers
Managers play an essential role in driving team success. A tailored IDP for managers should focus on leadership, communication, and team-building skills.
Example plan:
Schedule 360-degree feedback sessions with team members to identify areas for improvement.
- Goal: Enhance leadership skills to effectively manage and mentor a team.
- Skills to develop:
- Conflict resolution.
- Delegation and time management.
- Action steps:
- Enroll in a leadership training workshop within the next quarter.
- Read two recommended leadership books.
3. Technical skill development for specialists
Specialists like software developers, data scientists, or engineers often need continuous technical growth to stay competitive. A technical skill development plan focuses on honing their expertise and exploring new skills relevant to their field.
Example plan:
- Goal: Master new programming languages or tools within six months.
- Skills to develop:
- Proficiency in Python for data analytics.
- Advanced knowledge of project management software.
- Action steps:
- Enroll in a Python certification course by the end of the month.
- Spend two hours weekly practicing programming through hands-on projects.
- Seek mentorship from a team member proficient in the desired skill.
4. Individual development plan example for leadership
A leadership development plan is designed for individuals in leadership roles or those preparing to step into them. It focuses on building key leadership skills like strategic thinking, decision-making, and managing people. This plan helps employees take on greater responsibilities, enabling the organization to develop leaders who can support its mission and goals.
Nurturing leadership within the workforce plays an important role in succession planning. Leadership development plans are tailored to help high-potential employees successfully transition into executive roles, ensuring the organization is ready for the future.
Example plan:
- Goal: Develop strategic decision-making skills and enhance the ability to lead large teams.
- Skills to develop:
- Strategic planning.
- Emotional intelligence and situational awareness.
- Action steps:
- Enroll in an executive leadership program within six months.
- Lead a cross-functional project to gain experience managing diverse teams.
- Join networking events to connect with leaders in similar industries.
5. Career transition development plan
When employees want to pivot to a new department or field, an IDP helps them acquire the necessary skills and knowledge for the change. This type of plan is especially useful for internal mobility.
Example plan:
- Goal: Transition from a customer service role to a marketing position within one year.
- Skills to develop:
- Marketing fundamentals (e.g., digital marketing, SEO).
- Data analysis for campaign performance.
- Action steps:
- Take a certified digital marketing course within four months.
- Assist the marketing team on one project to gain hands-on experience.
- Shadow the marketing manager once a week.
6. Improvement-focused development plan
IDPs can also function as performance improvement tools for underperforming employees. These plans identify areas for growth while creating actionable steps to foster improvement.
Example plan:
- Goal: Improve workplace communication and meet project deadlines more consistently.
- Skills to develop:
- Effective email and verbal communication.
- Time management and prioritization.
- Action steps:
- Complete a time management workshop before the next quarter begins.
- Practice daily task prioritization using tools like Trello or Asana.
- Schedule biweekly meetings with the manager to review progress.
7. Soft skills development plan
Employees in any role can benefit from developing critical soft skills that enhance collaboration, creativity, and adaptability. Soft skills like problem-solving and teamwork are crucial for fostering a positive workplace environment.
Example plan:
- Goal: Strengthen collaboration and creative problem-solving abilities.
- Skills to develop:
- Effective brainstorming techniques.
- Active listening and constructive feedback.
- Action steps:
- Attend workshops on creative problem-solving.
- Participate in group projects or team-building activities.
- Request peer feedback to identify and address blind spots.
Free individual development plan template
AIHR has created its own customizable IDP template in a PDF and Word format, which you can download for free.
HR steps for implementing IDPs in your organization
Here are eight steps you should follow to implement IDPs in your organization successfully:
Step 1: Identify key needs for the organization and employees
Ensure each IDP supports both strategic goals and individual growth. It should also align with the employee’s role to ensure they are equipped to perform their duties.
What you can do: Assess skills and roles essential for the organization’s future—you can use AI to make streamline the process. Collaborate with department leaders to pinpoint where development is most needed, focusing IDPs on growth areas that benefit both employees and the business.
Step 2: Create a user-friendly template and resource library
Provide a flexible IDP template and accessible resources.
What you can do: Design a clear, adaptable template covering skills assessment, goal-setting, action steps, timelines, and success metrics. Build a resource library to support employee development. You can use a performance management or learning system to manage the process and experience in a more efficient, real-time manner.
Step 3: Set clear guidelines and expectations
Ensure everyone understands the purpose of IDPs and how to use them.
What you can do: Develop guidelines explaining each IDP section and give examples of strong goals and success indicators. Hold briefings with managers to clarify their role in supporting IDPs and how these plans connect to performance and career growth. This also means for each IDP, you must define the roles of the line manager, employee, and HR.
Step 4: Train managers and HR staff
Equip managers and HR with the necessary skills to support employee development.
What you can do: Provide training on setting effective goals, identifying skills gaps, and offering ongoing support. Equip HR staff with coaching techniques and tips for monitoring progress to ensure successful IDP outcomes. Use technology to help you, especially if your organization is large—the bigger a company, the harder it is to manage the process manually.
Step 5: Launch the IDP program with a campaign
Generate enthusiasm and understanding to encourage participation.
What you can do: Announce the program company-wide, explaining how it will benefit employees and the organization. Share success stories and consider piloting the IDP process with select departments to refine the program before a full launch. You can also link it to other initiatives that create excitement, like career days or a dedicated development day.
Step 6. Integrate IDPs with performance and career development processes
Embed IDPs into existing systems to make them a natural part of the employee experience.
What you can do: Incorporate IDPs into performance reviews and career discussions, showing how they link to growth and promotion opportunities. Align IDP goals with company metrics, emphasizing their value to employees’ roles and futures.
Step 7. Monitor progress and provide ongoing support
Keep IDPs on track and employees motivated.
What you can do: Set up digital tracking systems for HR and managers to monitor IDP progress through quarterly check-ins or digital tools. Encourage regular discussions of IDP progress in meetings, providing resources or guidance as needed. Periodic reminders from HR can also help maintain momentum.
Step 8. Evaluate and refine the program
Continuously improve the IDP process to ensure impact.
What you can do: Collect feedback from managers and employees and assess each IDP’s impact on performance and engagement. Use this information to update templates, resources, and rollout strategies wherever necessary. Be sure to revisit IDPs whenever organizational goals or structures change, as expectations would then shift.
How to determine the success of IDPs
Once you have created your process for rolling out individual development plans across the organization, your next important task is to assess their effectiveness. Here’s how
Assess performance
Performance reviews naturally align with IDP goals, allowing you to track individual achievements and areas for growth. During reviews, managers should assess progress toward IDP goals, evaluating how skills gained through IDPs have improved productivity, problem-solving, or teamwork. Ideally, IDP milestones should connect directly to performance metrics, supporting both employee growth and team contributions.
HR tip
When creating and implementing IDPs, follow these best practices:
- Set clear success criteria within each IDP to streamline tracking of its success.
- Review IDPs regularly (quarterly or bi-annually) to ensure they stay relevant to individual and business needs.
- Benchmark against industry standards—especially for in-demand skills—to ensure competitiveness and alignment with industry trends.
Conduct skills assessments
Skills assessments offer objective data on how well employees are developing competencies outlined in their IDPs. Conduct regular skill assessments using standardized or role-specific tools. For technical skills, consider exams or project work. For softer skills, peer reviews or scenario-based assessments may be more effective. Compare assessments over time to gauge improvement, adjusting IDP goals as needed to stay aligned with desired competencies.
Get employee feedback
Employees are best positioned to evaluate how well their IDPs support their personal growth and future career goals. Collect feedback regularly through surveys, check-ins, or IDP-specific sessions. Ask employees to reflect on their experiences, the relevance of the skills they’ve gained, and any support they need. This feedback reveals the effectiveness of IDPs and highlights areas for improvement. It also keeps employees engaged and motivated by showing tangible results.
Assess the impact on business outcomes
The success of IDPs ultimately impacts the organization, especially in terms of productivity, team performance, and retention rates. Track outcomes related to IDP-targeted skills. For leadership IDPs, assess team performance or engagement improvements; for technical IDPs, monitor project quality and efficiency. Retention rates are key, as successful IDPs often boost employee loyalty. Comparing these metrics before and after IDP implementation highlights their impact on business success.
To sum up
To sustain IDPs’ impact, you must regularly review and adapt them to business and individual needs. This could include adding new skill-building opportunities, refreshing training resources, or simplifying the IDP template. Quarterly or bi-annual check-ins can help you spot gaps and keep the program relevant to both short- and long-term goals.
To make IDPs part of your organization’s culture, managers must support their teams fully. Empower them to discuss IDPs regularly, encourage progress, and recognize achievements. Fostering a daily learning environment—not just during reviews—makes the program more effective. Prioritizing continuous learning also leads to improved engagement and retention.
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