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Individual Development Plans (IDPs) in Teamflect allow managers to actively support and guide employee development through structured, goal-oriented plans.
When enabled by admins, managers can create and manage IDPs for their direct reports, making development planning more collaborative and continuous.
📌To allow managers to manage their team’s IDPs, this feature must first be enabled in the Admin Center by your Teamflect Admin. For more information, please refer to: 🔗How can I configure individual development plans and manage them as an admin?
Creating an IDP for a Direct Report
Managers can create IDPs on behalf of employees when access is enabled.
To create an IDP:
Click on your My Team tab, then click on your direct report's profile or search for the user page using "User Search".
Navigate through the "Individual development plan" section and click on Create plan
You will be redirected to your direct report's IDP page and you can proceed to creating the IDP plan:
The IDP will then be available for ongoing updates and collaboration.
Managing Existing IDPs
Managers can maintain and update IDPs throughout the employee development journey. You can:
Edit and update progress as development continues
Archive completed or inactive plans
Unarchive plans when needed
Delete outdated or irrelevant plans
View the "Last updated" status
IDP statuses (Draft, Active, Archived) allow you to quickly track progress at a glance. Additionally, any changes made will be reflected on the IDP page under the “Last updated by” field, showing who made the update and when.
Use Cases
1. Career Development Planning
Managers can create structured Individual Development Plans to help employees build the skills and competencies needed for their current role or future career progression. This ensures development is intentional, measurable, and aligned with long-term growth.
2. Performance and Goal Alignment
IDPs help managers connect individual development activities with team and organizational objectives. This makes it easier to ensure employees are developing in ways that directly support performance expectations and business priorities.
3. Ongoing Coaching and Progress Tracking
Managers can use IDPs as a living document during 1:1s and check-ins to track progress, update goals, and adjust development plans as needed. This supports continuous feedback and keeps development conversations focused and actionable.