An Individual Development Plan (IDP) is a personalized, structured plan designed to help an employee identify and achieve career goals while improving skills and performance. Unlike performance reviews (which evaluate past work), an IDP is future-focused. It outlines specific skills to develop, experiences to pursue, and actions to take to meet both personal career aspirations and organizational needs.

Organizations use IDPs to create clear career growth paths, motivate employees, and ensure that learning and development are aligned with business goals.

Key Purposes of an IDP

An effective IDP aims to:

• Provide a roadmap for career growth and skill development
• Align employee goals with business priorities
• Increase employee engagement and retention
• Support succession planning and leadership development
• Identify resources and learning opportunities (training, mentoring, projects)

Typical Components of an Individual Development Plan

A well-structured IDP includes the following:

• Career Goals: Short-term and long-term objectives set by the employee
• Current Skills and Competencies: A review of strengths and areas needing improvement
• Development Areas: Specific skills, knowledge, or behaviors to focus on
• Action Plan: Steps such as courses, mentorship, stretch assignments, or certifications
• Timeline and Milestones: Clear deadlines for each goal
• Support Required: Resources, budget, and manager/mentor involvement
• Metrics for Success: How progress will be measured and evaluated

Benefits of an Individual Development Plan

For Employees:

• Clear Direction: Understand the steps needed to grow professionally
• Skill Growth: Learn new competencies and prepare for future roles
• Increased Engagement: Feel valued through investment in career development

For Employers:

• Talent Retention: Reduce turnover by creating opportunities for growth
• Improved Performance: Equip employees with skills that directly benefit the company
• Succession Planning: Build a pipeline of skilled, motivated future leaders

How Is an IDP Created?

Creating an IDP involves a collaborative process between the employee and their manager:

1. Self-assessment: The employee reflects on career aspirations and skill gaps
2. Manager input: The manager helps align goals with organizational needs
3. Plan development: Both agree on goals, actions, and timelines
4. Regular reviews: Progress is monitored and adjusted during follow-up meetings

IDP vs. Performance Review

While the two are related, they serve different purposes:

In summary: An Individual Development Plan is a strategic tool that helps employees grow and organizations thrive. By identifying skills to improve and mapping out actionable steps, IDPs serve as a bridge between personal career ambitions and company objectives.