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In today’s dynamic work environment, personal and professional growth is a continuous journey. Teamflect’s Individual Development Plan (IDP) feature supports this growth by providing structured development pathways for employees while offering administrators robust tools to manage and encourage professional development company-wide.
1. Enable the IDP Module
Before configuring IDPs, make sure the module is enabled.
Open the Teamflect Admin Center.
Go to Career and open Individual Development Plan.
Enable the IDP module.
The IDP module must be enabled before you can add an IDP section to a review template.
2. Configure IDP Settings
In the Individual Development Plan module, configure the following settings.
Goal Types: Select what types of goals will be available to employees while assigning goals within their IDPs (e.g., performance, growth, transitional).
Manager Permissions
Use the manager-permission setting to control whether managers can manage IDPs for their direct reports.
ON: Managers can create, edit, archive, unarchive, and delete their direct reports' IDPs. They can also take action on behalf of their direct reports.
OFF: Managers cannot use these management actions on their direct reports' IDPs through the manager permissions provided by this setting.
This setting controls managers' ability to manage their direct reports' plans. It is separate from the employee access settings that determine who can create an IDP.
AI Assistance
AI assistance provides help with development goals and employee input. The available options have different purposes:
AI-generated development plan goals: Helps users generate goal ideas based on their career aspirations.
Enhance with AI: Helps users improve or develop the information they enter in their IDP.
The options available depend on the AI settings shown in your IDP configuration. Users can still write their own goals and enter their own information.
Mentor Selection
Choose whether employees must provide mentor information as part of their IDP.
When mentor selection is enabled, an additional section lets employees enter the name of their mentor.
3. View and Manage Existing IDPs
The IDP module lets you view development plans across the organization, including plans with the following statuses:
Draft: The plan has been saved but is not yet active.
Active: The plan is active.
Archived: The plan has been archived.
Select Open Plan to view a plan's details. Use the available management actions to make changes or delete a plan when needed.
If manager permissions are enabled, managers can also manage IDPs for their direct reports. The plan's update details indicate who last made changes.
You can also manage employee access for the development plans:
If you wish to give specific people access to create individual development plans, you can make your selection by selecting the "Manage Employee Access" button.
This will only enable the selected users to create Individual Development Plans in the organization.
Configure Individual Development Plan in Review Cycles
These settings within the Individual Development Plan Module will determine the visibility and accessibility of users in the IDP Section of a review:
In the review template's Individual Development Plan section, choose whether the section is mandatory.
ON: Reviewees with IDP access must have an existing IDP or create one before completing their review.
OFF: The IDP section is not mandatory for review submission.
Making the section mandatory does not, by itself, grant employees IDP access.
💡 Tip: Always check that the IDP module is active before adding it to a review cycle to avoid setup errors.
In the Individual Development Plan section, Admins can decide whether IDP is a mandatory section. If this setting is turned on, reviewees will need to have an existing IDP or create a new one before completing their review.
If the option “Give everyone IDP access at cycle start” is turned on, all reviewees will automatically get access to the IDP at the beginning of the review cycle. Keep in mind that this still depends on whether they were originally granted access in the IDP module.
End-User Experience: Crafting an Individual Development Plan
As an employee, your IDP is a roadmap for your career growth within the company. Follow these steps to create a comprehensive plan:
1. Access Your IDP Section
Log in to your Teamflect account.
Click on your profile picture on the top right corner and choose "My Profile".
2. Start Your IDP
Navigate to the Individual Development Plan section.
Click on the "Create individual development plan" button.
3. Define Your Main Goal
Select your main objective:
New to Role – Focus on acclimatizing to your new position.
Development in Current Role – Enhance your skills within your current role.
Move to a New Role – Prepare for transition to another position. (If selected, define your "future role" in subsequent steps).
4. Set Your Timeline
Choose the appropriate timeline for achieving your goals:
Short-term Burst
Medium-term Journey
Long-term Evolution
5. Define Your Objectives
Enter your career objectives.
Specify the number of years in your current position and similar roles.
6. Envision Your Next Role
If moving to a new role, select your next position from available job titles in the role catalog or from "suggested next roles" if your role has potential next roles assigned to it.
Choose when you plan to transition to this new role (e.g., immediately, within 6 months, etc.).
7. Select and Develop Competencies
Choose competencies to develop from the competencies catalog created by Teamflect admins or from suggested competencies.
8. Add Competencies to Goals
The next step is to link these competencies to specific goals, either by linking to existing goals in Teamflect or by creating new ones.
Utilize AI Assistance: Generate goals using AI by clicking on the "see AI-generated goals" button, or craft your own goals by selecting "add goal."
9. Specify Needed Resources
Detail the learning materials or courses you need.
Explain how your company or manager can support your development.
Indicate if you have a mentor within the organization; if yes, select them by typing their name.
10. Finalize Your Plan
Click "Create" to finalize your plan. Your plan will be saved as a draft if you leave the page, allowing you to return and complete it later.
After creating, choose to close the window or schedule a one-on-one meeting with your manager within Teamflect, directly linking to your Teams calendar for easy scheduling.
For End Users: Managing Your IDP
1. View Your IDP
Return to your profile and click "view plan" to see an overview of your IDP.
Monitor the goals you've created, your overall progress, and the competencies you are developing.
Use the "share" button to copy the link and share your plan with management.
2. Edit Your IDP
On the IDP viewing page, click the "edit" button to make adjustments such as changing the timeline, assigning more goals, or selecting different competencies.
You can also archive or delete your development plan if necessary, or create a new one from scratch.
These options are also accessible from your profile by clicking on the "ellipsis" in the right corner of the IDP section.
For Managers: Managing your Teams' IDPs
Managers can play an active role in supporting their team’s development through Individual Development Plans (IDPs) when enabled by admins in Teamflect.
Accessing Your Team’s IDPs
Under My Team, click your direct report's profile or search for them using the User Search option.
On their user profile, navigate on to their IDP section and click on View Plan:
On your direct report's IDP page, you can Share, Edit, Archive, Delete, or Create a new development plan. If changes are made, the IDP page will show the “Last updated by” details.
Managers and employees can work collaboratively on development plans, making it easier to align career goals with team and organizational objectives.
Beneficial Use Cases
Competency Development: Implement IDPs to focus on specific competencies that are critical for organizational roles. For example, an HR department could set up developmental activities and required training to enhance competencies like leadership for management roles or customer service for front-line staff. This targeted approach helps in precisely developing the skills that are most beneficial for each role.
Career Pathing Assistance: Utilize IDPs to help employees visualize potential career paths within the company. HR can guide employees in identifying various internal positions they might aspire to and the requisite skills and experiences needed to achieve these roles. This can be particularly motivating for employees aiming for promotions or role changes.
Customized Learning Agendas: Use IDPs to create personalized learning agendas for each employee based on their unique career goals and current skill set. This could include a mix of internal training sessions, external courses, certifications, and cross-departmental projects, ensuring a well-rounded development approach.
Monitoring and Evaluation: Regularly monitor and evaluate the progress of IDPs through the tools provided in Teamflect. This can help HR to track the effectiveness of development plans, making adjustments as necessary to ensure they remain aligned with both individual career goals and the strategic objectives of the organization.