Get started with IDPs
From theory to practice
According to LinkedIn Learning Report, a staggering 93% of employees would stay longer at a company if it invested in their career growth. Another study from Gallup shows that learning new skills ranks as the third most important factor when evaluating job opportunities. In short, Learning and Development is not a nice-to-have perk—it’s a must-have strategy.
This is where Individual Development Plans (IDPs) step in. In this article, I am breaking down what an IDP is and why it’s crucial for retaining your workforce.
What is IDP?
Simply put, an Individual Development Plan (IDP) is a personalized action plan designed to help employees build the skills they need for their career goals.
Its main purpose? To guide employees in achieving their professional objectives efficiently and on time.
A powerful tool supporting performance and retention.
An IDP isn’t just about listing "what needs to be done." It’s about laying out "how to achieve those goals" with clear, actionable steps.
Think of it as a roadmap that answers these key questions:
What competencies need improvement? What’s the current skill level vs. the desired level?
What’s the goal? What does success look like in measurable terms?
How do we reach the goal? What specific actions and resources are needed?
Who’s responsible? Who will monitor and evaluate progress?
How do we measure progress? How often will progress be reviewed?
An IDP doesn’t just tick boxes—it provides a step-by-step guide to real growth.
A time-bound strategy.
An IDP must have clear timelines to ensure goals are met without delaying business needs.
Organizations can’t afford disruptions caused by talent shortages. Leaders need assurance that if someone resigns, retires, or gets promoted, there’s a capable replacement ready to step up.
This is where HR plays a key role in talent management, ensuring:
The right talent is in the right role at the right time.
Action plans are created to bridge skill gaps and prepare employees for future roles.
Example: If an employee is being considered for a management role but lacks experience in team leadership, an IDP might include:
Training on performance management
Workshops on coaching and feedback skills
Hands-on projects to practice these skills
With a structured IDP, employees are prepared before they step into bigger roles, reducing the risk of failure.
A structured plan that mixes formal learning, Mentoring and stretch assignments.
An effective IDP follows the 70:20:10 learning model, which emphasizes three sources of learning:
70% from on-the-job experiences
20% from social interactions (mentoring, coaching)
10% from formal education (courses, workshops)
Stretch Assignments (70%)
Real, hands-on tasks linked to career goals
Practical experiences that build confidence and skills
Social Learning (20%)
Growth through mentoring, coaching, and feedback
Insights from managers, peers, and external experts
Active Learning (10%)
Structured training through courses, podcasts, and workshops
Builds foundational knowledge that supports hands-on practice
The magic happens when these three elements work together to create a well-rounded development experience.
Challenges of implementing IDPs
1. Employee Buy-In:
IDPs won’t work if employees don’t see their value. Clear communication about career milestones and skills priorities is essential.
💡 Tip: Discuss career goals transparently in one-on-one meetings and agree on timelines and priorities.
2. Manager Commitment:
Managers often struggle to prioritize IDP follow-ups or align tasks with development goals.
💡 Tip:
Train managers on how to create and monitor IDPs.
Set up regular one-on-one meetings to track progress (monthly is ideal).
3. Integration with Performance Management:
Too often, IDPs exist in isolation from performance management systems. This creates silos and reduces effectiveness.
💡 Tip:
Include competency goals in performance reviews.
Align action plans with performance objectives and SMART KPIs.
When implemented right, IDPs become a seamless part of the performance cycle rather than an isolated HR exercise.
Steps to create a successful IDP program
Every organization has its own approach, but the key steps remain consistent:
Lay the Foundations:
Define the employee’s role and annual performance goals.
Map out the competencies needed for the role using frameworks or AI-based tools.
Identify Skill Gaps:
Assess current skills through competency reviews or 360-degree feedback.
Craft the Plan:
Create an action plan aligned with the 70:20:10 framework.
Execute Smoothly:
Ensure managers, not just HR, stay involved throughout the year.
Evaluate and Improve:
Use performance reviews and regular feedback sessions to assess progress.
Revisit and adjust plans if needed based on results.
An effective IDP isn’t a “set it and forget it” tool—it’s an ongoing process of improvement.
Other Benefits of IDPs
IDPs are a win-win for both employees and employers.
For Employees:
Clear career path: Structured plans for growth.
Better communication: Regular dialogues with managers.
Targeted skill-building: Focused plans to close gaps.
For Employers:
Higher retention: Employees stay when they see growth opportunities.
Stronger morale: Recognizing talent builds loyalty.
Future leadership pipeline: Proactive preparation for key roles.
When done right, IDPs don’t just grow people—they grow businesses.