What Should You Include on a Performance Development Plan for Employees
Posted on: 19 September 2019
One of the key aspects of running a business is ensuring the satisfactory performance of your employees. You may find that after an evaluation, your employee performance is lacking. This could be due to several factors that can be adjusted and tweaked to get the best performance from your employees as possible. A way you can do this is to develop a performance development plan. Here are a few of the key components you should have in that plan and why.
Objectives
One of the key components that should be on any of your performance development plans for employees is your objective. The objectives should be listed by department. For example, your IT department will have totally different objectives for the week, month, or year than the accounting department. This means that you need to contemplate your objectives for your departments as well as determining how long it will be before the next performance evaluation would be done. The objective can also set you up for the type of performance you want to see in each department and sub department to achieve those objectives.
Activities
If you are serious about seeing a performance increase, you may need to consider adding an activities component to your performance development plan. The activities should be tasks that you want each department to meet on a daily or weekly basis. This can keep the employees on task and help to develop habits that each department can meet without the need for checklists. Once the first activities are accomplished, you can add new activities during the next performance plan and evaluation.
Resources
Sometimes the performance of an employee is not solely the employees fault. There may be issues such as a lack of resources preventing performance. For this reason, you should include a resources section of your performance development plan. This could be resources you have, the resources you need, or a plan to gain the resources you need over a specified amount of time. You may also find that certain resources are available to your employees, but they may not have direct access to the resource. The plan template can help plan the use and timing of the use of each resource to allow the resource available to all employees across departments.
When you have determined which components you want in your performance development plan, discuss the options with your human resources department. The human resources director can work with you on the final draft of a template and move forward with those changes throughout the business. They can also help you with any further questions you may have and what you need to know before implementing your development plan for the employees.
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