Perfect phrases for employee development plans : hundreds of by Anne Bruce

By Anne Bruce

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What will you do to prepare for the future? How much money will it take? How long will training last? Introduction Strategies List specific strategies for both longterm and shortterm goals. Who will be on your team? Who are the key players? What will you ask them to do? Action Steps / Timelines Resources Toolkit Measurable Outcomes Specific actions to be taken Everything and anything that helps you to learn and grow and understand at a higher level What did you love the most about getting here?

If the answer is yes, this could become a goal within the plan. If the answer is no, then the plan will take a different direction and reflect those limitations. In addition, the worker might share with you that right now would be a difficult time to move elsewhere, but in two years the timing would be good. Then you could add “relocating for a new position” into the longrange goal category of this person’s plan. Offer resources you know of that are available both inside and outside the organization.

12 Introduction An Easy Seven-Step Process for Employee Development Planning The process for creating employee development plans can be whatever you want it to be. Experience tells us that a collaborative effort in designing a plan makes it stronger and more fluid. As the manager, you can guide the process and help to facilitate the success of the plan by collaborating with the individual on seven easy steps that examine the following key areas: 1. 2. 3. 4. 5. 6. 7. Competencies Long-range goals Short-range goals Strategies Action steps / timelines Resources toolkit Measurable outcomes Getting Started The process begins when you first sit down with an employee to identify big-picture goals, dreams, and objectives.

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