How can you create a successful performance development plan?

1 Assess your current situation

Before you start planning your future performance, you need to have a clear and honest understanding of your current situation. This includes reviewing your job description, your previous performance reviews, your feedback from peers and customers, and your own self-evaluation. Identify your strengths, areas of improvement, achievements, and challenges. Be specific and realistic about what you have done well and what you need to work on. This will help you set SMART (specific, measurable, achievable, relevant, and timely) goals for your development.

2 Define your desired outcomes

Once you have assessed your current situation, you need to define your desired outcomes for your performance development. These are the results or benefits that you want to achieve by improving your skills, knowledge, or behaviors. For example, you may want to increase your productivity, customer satisfaction, or leadership potential. Your desired outcomes should be aligned with your personal and professional aspirations, as well as the expectations and priorities of your manager and organization. They should also be challenging but realistic, and reflect your values and motivations.

3 Identify your action steps

After you have defined your desired outcomes, you need to identify the action steps that will help you achieve them. These are the specific activities or tasks that you will do to improve your performance and reach your goals. For example, you may need to attend a training course, read a book, shadow a colleague, or take on a new project. Your action steps should be concrete and actionable, and include the resources, time frame, and support that you need. They should also be flexible and adaptable, and allow you to track your progress and adjust accordingly.

4 Communicate with your manager

A crucial part of creating a successful performance development plan is communicating with your manager. Your manager is your partner and coach in your development journey, and you need to involve them in every stage of your plan. You should share your current situation, desired outcomes, and action steps with them, and seek their feedback, input, and approval. You should also discuss how they can support you, such as by providing guidance, resources, recognition, or opportunities. You should also agree on how and when you will communicate and review your plan, and set clear expectations and responsibilities.

5 Implement your plan

Once you have communicated with your manager and finalized your performance development plan, you need to implement it. This means taking action on your steps, following your schedule, and using your resources. It also means staying focused, motivated, and accountable for your performance and development. You should monitor your progress, evaluate your results, and celebrate your achievements. You should also be open to feedback, learning, and improvement. You should report your updates and challenges to your manager regularly, and seek their support and guidance when needed.

6 Review and update your plan

A performance development plan is not a static document, but a dynamic and ongoing process. You need to review and update your plan periodically, preferably with your manager, to ensure that it is still relevant, effective, and aligned with your goals and needs. You should assess your performance, reflect on your learning, and identify your gaps and opportunities. You should also acknowledge your successes, recognize your efforts, and reward yourself. You should also revise your outcomes, steps, and schedule if necessary, and set new goals and actions for your continuous development.

7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?