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What is a performance development plan for the employee

What is a performance development plan?

Creating a performance development plan is a trend in the HR industry that helps enhance the employer brand and attract and retain talent. A performance development plan consists of a program in which goals and commitments are agreed between the company and the employee to help their development and growth. This process prepares employees to be able to increase their responsibilities within the company, scale up, and reach their full potential.

Advantages of a performance development plan

A performance development plan, if properly structured, can bring a great number of benefits to the company and its workforce.

  • It boosts motivation, increases satisfaction and, consequently, reduces turnover and saves operating costs.

  • It is a point of differentiation to attract candidates.

  • Increases productivity: employees with more knowledge and skills are more profitable.

  • Improves new employee onboarding.

  • Provides value to the employer branding.

  • Reduces stress and encourages self-evaluation.

Steps to create a performance development plan

To create a successful performance development plan, it is important to follow a logical process that helps reach employee potential to the fullest and can contribute to the company’s productivity.

  1. Assess talent.
    Firstly, it is necessary to know the interests and skills of the employee, as well as their areas of improvement to enhance their performance. These aspects are crucial when structuring a plan that stimulates the employee.


  1. Analyze the work environment.
    External factors can also affect the effectiveness of the performance development plan. Therefore, it is necessary to know the factors that impact the employee at work, such as the relationship with colleagues.


  1. Define objectives and needs.
    The HR department must define the objectives of the project in accordance with the employee’s needs in performing his or her job. Once these training needs directly linked to their position have been identified, the goals and weaknesses to be reinforced are established.


  1. Design the plan.
    It is time to decide which training program fits the identified needs. To do this, one of the most effective ways is to implement a technology with microlearning tools. These training systems:
    1. Accelerate learning.
    2. Increase retention levels.
    3. Promote long-term memory.


  1. Establish periods and define KPIs.
    At this point, it is necessary for the HR manager to ask himself: how will the career plan be carried out and how will we measure it? At this point, it is necessary to establish the project modality (face-to-face, remote, or mixed), create a communication plan with periodic evaluations, and define the necessary metrics to measure effectiveness.

That’s it! Once structured and carefully designed, it’s time to sit down with the employee and get his or her feedback on the plan. If both the employee and the company are happy with the plan, it can begin to be implemented and tracked.

An HR software facilitates performance development plan management with tools that help the department evaluate and monitor their follow-up. For example, one of the most valuable functionalities in this regard is the generation of analytics reports and visual charts such as the 9-box grid.

If you are considering creating a career plan, niikiis may be all you are looking for. Unlike other softwares, niikiis is the all-in-one that will not only support you in measuring the effectiveness of your performance development plan, but also offers micro-learning tools and internal communication channels that will allow you to centralize the entire project.

Ready to transform your performance development plan? Request a free demo at niikiis and focus on matters: your people.

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