employee development plans 101 · intermediate achievements. 1. identify each person’s strengths...
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Employee Development Plans 101
Presented by Deidre Dutcher
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Employee Development Plan (EDP)
• Each person’s strengths and weaknesses
• Goals of the individual employee
• Company structure
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Job Shadowing
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Performance-Based Development Plan
Performance appraisal
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Management By Objectives (MBO)• Identify objectives.
• Steps to achieve the objectives
• Measure progress at select intervals.
• Note completion of intermediate achievements.
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1. Identify each person’s strengths and weaknesses.
Different Purposes of an EDP
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Purpose of an EDPGet to know and connect with each of your staff.
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Open communication
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Com
mun
icat
ion
is d
eadl
y.
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Coaching and Mentoring Skills
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Improve morale and production.
Allow you time to deal with other issues.
EDPBack on track
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Create an EDP
• Set standards for store appearance.
• Create accountability.
• Improve morale.
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4-St
ep E
DP
1. Pre-planning stage
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Questions1. Where do you see yourself in 5 years? 2. What are your professional goals for
this next year? 3. Make a list of core competencies that
are necessary to do your job. 4. On a scale of 1−5, rate yourself in
each of the skills you listed. 5. What aspects of your job do you like
least and which do you enjoy most? 6. What major accomplishments have
you achieved since your last performance appraisal?
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Questions1. What have you done to improve in
any areas? 2. What have you been doing to
prepare yourself to move ahead in your career?
3. What activities would help you develop yourself?
4. In what ways can your supervisor and/or the organization help you do a better job?
5. What changes would you like to see in your current job?
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4-St
ep E
DP
2. Create a plan.
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Developmental Tools• Training§ Peer coaching § Job design changes
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Developmental Tools• Training § Peer coaching § Job design changes
• Visibility
Visibility equals credibility.
• Assist the boss. • Special projects
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Who is responsible for implementing these tools?
Create the EDP
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4-St
ep E
DP
3. Monitor progress.
• Schedule meetings. • Check in from time to time
on the employee’s progress.
MBWAManaging By
Walking Around
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Take notes.Exercise
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4-St
ep E
DP
4. Determine outcomes.
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Performance Review• Let the employee
offer feedback. • Set new goals. • Write the new EDP. • Evaluate yourself.
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Recognizing each person’s successes and improvement
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Recognition
• 70% recognize annually or not at all.
• 17% support recognition.
• 87% recognize service or tenure.
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What is working?
20% recognition-rich culture
31% lower voluntary turnover
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5 Best Practices of Recognition1. Recognize people based on specific
results and behaviors. 2. Implement peer-to-peer recognition,
not top down. 3. Share recognition stories. 4. Make recognition easy and frequent. 5. Tie recognition to your own company
values or goals.
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• You create communication and trust, and you increase productivity and reduce turnover.
• You improve your coaching, mentoring, and leadership skills in the process.
• You build a team that’s motivated, well-trained, and cooperative.
EDP