Retaining Talent | Developing and Implementing Growth Plans

As we have shared in the past, one of the most important methods for talent retention is investing in employee growth. And a key tactic for achieving this investment is through the development and implementation of individualized growth plans. Regardless of your organization’s size, this can be a seamless process that may ultimately lead to lower turnover, time and money saved on recruiting, and overall organizational growth.

Here is some guidance on how your organization can develop and implement this component of your larger retention strategy. 

What is an employee growth plan?

An employee growth plan is a personalized development plan developed by your employee that aligns with their personal career goals and your organization's needs. It is an opportunity for employees to work collaboratively with their managers to identify skills and knowledge that will help them achieve the agreed upon goals. From there, they can work together with their manager to identify training, mentorship opportunities, and other opportunities for growth. 

Employers and employees both play an important role in fostering growth. Organizations are responsible for creating an environment that promotes growth and employees are tasked with taking ownership of their growth by seeking out and engaging in new opportunities.

How to build and implement growth plans 

Whether you are starting from scratch or thinking about ways to bolster your existing retention strategy, here are some key steps to creating an effective employee growth strategy:

• Offering a diverse range of learning opportunities. These could include training sessions, workshops, online courses, and sector-specific conferences.
• Establish coaching and mentoring programs that provide your employees with guidance and support from experienced professionals, either from within your organization or outside of it.
• Recognize and reward employees who actively engage in their development journey and achieve significant milestones. Some examples could include a personal congratulations note, a shout-out in an organization-wide meeting, or a small gift card to your employee’s favorite coffee shop. 
• Support a culture of open communication and continuous feedback. This includes regularly assessing employee progress, identifying challenges, and tweaking your employee growth strategy.

Why are employee growth plans important?

Employee growth is not only important for career development, but it is also a pivotal component to promoting employee retention at your organization. In fact, we should consider them mutually beneficial for both an employee as well as your organization. 

Individual growth plans can:

• Provide employees with the opportunity to continuously learn, ensuring nimbleness and the ability to embrace new technologies.
• Promote internal career advancement rather than externally recruitment, especially for manager and senior level positions.
• Increase job satisfaction, leading to deeper commitment and improving retention.   
• Improves performance and productivity
• Encourages knowledge sharing and collaboration across organizations, fostering a supportive culture.

Employee growth is not just a nice-to-have but is a crucial component for organizational success. And investing in the career growth of your employees results in a win-win for your organization, with countless benefits including increased engagement, enhanced skills, improved retention rates, knowledge sharing, leadership development, higher morale, and the attraction of top talent.