What Is an IDP?

Using Individual Development Plans (IDP) to Develop Employees

Graphics courtesy of The Balance CareersOpens in new window An Individual Development Plan (IDP) is a tool that helps facilitate employee development.

Most best practice or benchmarked organizations have some kind of IDP that focuses on a partnership between leaders, employees, and organizations to enhance the short-, mid-, and long-term growth of employees with a focus on not only career goals but an assessment of top strengths and development needs and goals, and a unique plan for each employee.

IDPs are essential in order to demonstrate the connection between a developmental activity and the intended competency or skill to be acquired/enhanced.

It is especially useful when discussing the semi-annual or employee’s year development goals during the performance management process. When creating an IDP, employees and their leaders should consider:

• strengths that, if enhanced, will contribute to an employee’s overall career goals
• new skills that will enhance job performance
• areas of performance/skills that need to be improved.

The above constitute the purpose of the development activity. Some additional needs that contribute to establishing the purpose may include:

• change in technology
• new assignment
• future staffing need
• leadership development
• relationship building.

Though one may want the IDP to be thorough and cover all major development needs, it is important to try to keep it brief and to the point so that it does not give the impression of being unwieldy or overwhelming. Thus, it should focus on key areas to be developed. The IDP format helps organize all of an employee’s learning activities in a way that makes them easy to prioritize.

Both the employee and leader should be involved in the design of the IDP. This should be done early in the performance management cycle, when expectations and goals for the upcoming year are discussed.

Employees should propose specific ways to develop in selected areas, or they may design the plan and then jointly review and refine the content with their immediate supervisor.

Once the employee and their leaders have identified their development areas, they can begin the employee’s development plan. It should include:

What Are the Benefits of an IDP

An IDP is a tool to assist employees in career and personal development. Its primary purpose is to help employees reach short- and long-term career goals, as well as improve current job performance.

An IDP is not a performance evaluation tool or a one-time activity. It should be looked at like a partnership between the employee and the supervisor. It involves preparation and continuous feedback.

Individual development planning benefits the organization by aligning employee L&D efforts with its mission, goals, and objectives. When using an IDP, leaders develop a better understanding of their employees’ professional goals, strengths, and development needs resulting in more realistic staff and development plans. Employees take personal responsibility and accountability for their career development, acquiring or enhancing the skills they need to stay current in required skills. Some of the benefits of an IDP are: