Simply put, an Individual Development Plan (IDP) is an action plan designed to support competency development. The ultimate objective of an IDP is to assist employees in achieving their career objectives on time.
An Individual Development Plan (IDP) sounds great in theory, but many organizations struggle to create and track them effectively.
In this post, I’m sharing my IDP template based on the 70/20/10 Framework. And yes, I’ll be creating more resources to help enforce IDPs across organizations.
This template helps identify goals, plan steps, discuss progress, and track professional development over time. Its main goal is to spark productive conversations and collaboration between managers and their team members.
👇Download my free (IDP) Template👇
Frequently asked questions about Individual development plans (IDPs)
How is an individual development plan template different from a performance review?
An individual development plan focuses on growth and development by identifying career goals and outlining actionable steps to achieve them. It’s a proactive tool provided to all employees, regardless of performance level, to encourage professional development and align career aspirations with organizational needs.
In contrast, a performance review evaluates an employee’s job performance, often highlighting areas of strength and areas needing improvement. Performance improvement plans, a subset of performance reviews, are typically used for employees who are underperforming to outline specific actions required to meet job expectations.
Why create an individual development plan?
Individual development plans offer multiple benefits, including:
Employee Growth: They help employees improve their skills and work toward career goals.
Enhanced Engagement: Employees feel valued and supported, leading to greater motivation and job satisfaction.
Increased Productivity: Developing skills leads to higher efficiency and effectiveness in roles.
Organizational Benefits: Companies gain more skilled and loyal employees, contributing to overall success.
Strengthened Relationships: Collaboration between employees and supervisors fosters trust and mutual understanding.
Should individual development plans be mandatory?
To ensure fairness and consistency, it’s best to request all employees to participate in creating individual development plans. This avoids singling out specific individuals or teams, which could create anxiety or mistrust. When implemented across the board, IDPs promote a culture of growth and development that benefits everyone.
How often should individual development plans be updated?
Individual development plans should typically be reviewed and updated at minimum every six months to a year. Regular updates ensure goals remain relevant, track progress, and allow adjustments based on changing organizational needs or employee aspirations.
Who is responsible for creating an individual development plan?
The employee and their direct supervisor should collaborate to create the plan. The employee provides insights into their career aspirations and development needs, while the supervisor offers guidance, resources, and alignment with organizational objectives.
Can individual development plans be used for high-performing employees?
Absolutely. IDPs are not limited to underperforming employees. They are a valuable tool for high performers to continue their growth, take on leadership roles, or prepare for future career opportunities.
Are individual development plans confidential?
Yes, individual development plans are typically confidential between the employee and their manager. However, they may be shared with HR or other relevant parties if necessary for supporting the employee’s growth or aligning with organizational needs.
What if an employee’s career aspirations don’t align with the company’s goals?
This scenario should be addressed through honest discussions. Managers can explore ways to align the employee’s aspirations with organizational objectives or support their development in ways that benefit both the individual and the company while being transparent about potential limitations.