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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.
For Administrators: Configuring Individual Development Plan Settings
Admins play a critical role in setting up and managing the IDP feature in Teamflect. Here’s how you can get started:
Enable IDP in the Admin Center: Navigate to the admin center and activate the IDP function. This is the first step to making development plans available to your team.
1. Adjust Settings
Customize the IDP experience by selecting:
Goal Types:
Select what types of goals will be available to employees while assigning goals within their IDPs (e.g., performance, growth, transitional).
Leverage AI:
AI assistance options for goal suggestions based on employee aspirations or to enhance their inputs.
Mentor Selection:
Decide whether employees should select a mentor as part of their IDP which enables an additional section for the employee to enter their mentor's name.
2. View and Manage Development Plans
Access all IDPs in one place—active, drafts, and archived. Use the 'Open Plan' button to view any plan in detail, or the 'bin' icon to delete outdated or irrelevant plans.
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.
For Employees: 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 into your Teamflect account.
Click on your profile picture on the Home page to access your 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.
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.
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.
Mentorship Programs: Pair IDPs with mentorship programs where more experienced employees guide others. This can facilitate knowledge transfer, enhance skill development, and improve employee engagement and retention.
Monitoring and Evaluation: Regularly monitor and evaluate the progress of IDPs through 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.