How can you create a development plan from a performance review?

Herein a good understanding between the Appraiser and Appraisee is a must. Knowing and agreeing upon important development areas is worth considering. Further arriving at a joint learning plan which moves from simple to complex will be crucial for achieving many more milestones ahead.

The manager is upset at their employee's performance, but do they even know why? Often managers do not express their frustration with staff and the gap in performance until it is bubbling up and they are ready to terminate. You need a good job description, solid process documentation, and regular check-ins to begin to identify the gaps in performance.

Para criar um plano de desenvolvimento a partir de uma análise de desempenho, eu seguiria os seguintes passos: Revis?o da Análise de Desempenho; Defini??o de Metas Claras; Identifica??o de Competências-Chave; Diálogo com o Colaborador; Prioriza??o de Necessidades de Desenvolvimento; Defini??o de A??es Específicas; Identifica??o de Recursos Necessários; Cronograma de Implementa??o; Acompanhamento e Feedback Contínuo; Integra??o com Objetivos Organizacionais; Incentivos e Reconhecimento; e Avalia??o Periódica do Plano.

A performance review is a great tool that unveils gaps/needs that one requires to perform at their best. When these needs are identified, it will lead to a development plan that will be tailored to that specific need after which training, mentorship & coaching will be introduced to close the gap.

Once you have your goals set, it is time to create the goals. When building goals, always have a plan in mind for how you will collect and analyze the associated data.

There is a gap, identifying it is half the battle. Now, we need to find the best way to address the gap. Training is the default answer, but that is not always the best solution. Carefully review the skills that are lacking and determine the best solution.

A development plan is not something you can set and forget. You need to have a plan for follow-ups, check-ins, and data review. Create time to answer questions and get updates from the employee.

Time to look at that data! Did the employee improve? Is the employee still with the company? Did the intervention you chose work? In some cases, the answer to each question might be no. Be ready for some losses, but use that information to improve for the future.

Some times we use PIPs (personal improvement plans) signed by the employee and it superior. This is a document where both the workers and its supervisor agreed upon and sign. In most cases we use this on workers who registered unsatisfactory performance results two or three times.

Like many things in HR, a strong development plan starts with a strong performance review. If you are able to pinpoint where there are areas for improvement in a performance review, then you are already halfway to a successful development plan.