Career development is many people’s top motivation for working for a company, because they want to learn, grow, and move into other positions. If employees feel as if there is nowhere for them to move within the organization, they may leave the company or lose motivation. For this reason, it is essential that managers help employees develop career development plans.

It is not very difficult to help employees plan their career with the company and strengthen the chances that they will stay. In fact, many times once a manager gives employees the necessary tools to develop a career development plan, they’re eager to put it together.

The career development plan allows employees to tie their development goals with their strengths and areas of improvement, which helps them continually figure out what areas they need to further develop to achieve their goals. This type of plan should be based on objectives. As their manager, you need to give employees the help and support that they need in order to create their career development plans.

It is important that both the manager and the employee take responsibility in this important process in order for it to be successful. Without employee involvement, you could be planning for a certain employee to move into the next higher position when his goal is actually to move to a different department. Discussions with employees about their aspirations help minimize this type of conflict.

Talk to your employees about their goals and let them know that you’re willing to help them reach their goals, but that they’re going to have to plan for it and work for it. Knowing that their manager is on their side and cares about their development will make them feel more committed to their job and to the organization.

Qualities of an Effective Career Development Plan

Managers should have open communication with their employees regarding  objectives for the career development. The goal of the career development plan is going to vary from employee to employee. One person may be working towards a promotion while another person may want to go back to school so that he can move into a new role.

1. Strengths and specific examples of the employee’s demonstration of those strengths

2. Areas of improvement and specific steps, goals, and timelines for improvement

3. Short term career goals

4. Long term career goals

5. Skills – any additional skills that the employee has that are used in the current position or would help him/her move into another position

6. Mentors – people who would be helpful mentors for the employee based on his/her career goals, strengths and areas of improvement

7. Resources or tools needed to reach career goals