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Building an organizational and employee development plan is an efficient way for managers to measure current performance and define key areas for improvement. These plans should serve as tools to help execute your organizational strategy and develop the employee skill set necessary to drive success. And the steps you take in this area can ensure that your organizational goals are aligned with the recruitment and retention requirements necessary to attract and retain employees; those who will deliver on their maximum potential.

First, let’s address the steps required in building an organizational plan. Think of this as a road-map or “to do” list. Your organizational plan should outline all the steps necessary to achieve your business goals, and should itemize the work and talent requirements needed. Your plan can span any length of time necessary, from six months to several years.

The next step in developing your plan will be outlining priorities and areas that require focus. For instance, this could be deployment of a sales and marketing initiatives required to expand your business. Once you’ve determined each category, set individuals goals. Staying with your marketing organizational plan as an example, this may include expanding programs to drive awareness and business leads via social media marketing.

In order to execute your plan, you will also need to assess your workforce and the talent required. This could include re-allocating current staff to achieve business objectives, or may require the sourcing of new candidates. When you have determined your talent resources, you can then develop a step-by-step process with schedules and individual tasks outlined. The more detailed you become, the better.

As you begin to execute your plan, you should evaluate progress; business planning is fluid and it’s always best to measure progress as you go, which will better help you self-correct if necessary.

Execution of your plan is contingent on employee development. Developing an employee plan involves the evaluation of your current employees – or those you are looking to source, and ensuring they have the tools necessary to meet current job and future responsibilities.

Your employee development plan should include conducting performance appraisals. This is a time when you encourage employees to assess their skills and also provide them with constructive feedback on areas for improvement.

You will also want to outline career growth opportunities. The best performance can be derived from employees who have defined job roles and understand what career path they are on. Offering training, mentoring and other programs to build career paths is useful.

Schedule reviews. Employees who receive constructive feedback can better deliver on work objectives. Feedback is important in managing employee development. And along those same lines, you’ll also want to encourage success. Encouraging employees is one of the best ways to build confidence and motivate your staff.

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