Have You Created Your Individual Development Plan?

4 Minute Read

If you do research on how to create an individual development plan (IDP), you’ll probably notice that the advice you find is typically offered to a leader or manager, helping to develop an IDP for their employee.

They all start with the notion that first, you should know where the business is going and then talk with your employee about the future. Next, it’ll walk you through determining what the person is missing (gap analysis). Finally, it ends with creating a training plan and applying it. You might even find some lists that have a few more steps, but the majority contain at least those steps.

#AskRevela - Developing Employees

Ask Revela, Communication, Company Culture, Retaining EmployeesAugust 21, 2018#askrevela, career development, developing your people, engagement, goal setting, hiring, increase productivity, learning styles, motivating employees, retaining employeesComment

Who is responsible for your career development?

3 Minute Read

There are all kinds of studies that show the main reasons people leave their jobs. One of the top reasons in almost every study is for lack of career development. So as an employee, you might ask yourself, “Who is responsible for my career development?”

Research by EdAssist and the University of Phoenix looked into that very question. Most workers (74% of them, actually) believe their company or manager is responsible. On the other hand, most managers (98% of them) said that employees have to take responsibility for their own career development. Those statistics alone show why so many companies fail at career development. Each party believes it’s the other person’s responsibility. So which is it?