How to create performance development plans that really work.

Developing people is one of the most important responsibilities of a leader. Whether you are running a multi-billion-dollar retail company or a small local restaurant, your company’s success is directly linked to your ability to help your employee acquire and master new skills. As the capabilities of your employees increase, so do your organization’s capabilities. When employees improve their technical and soft skills you enhance your company’s ability to generate revenue, cut cost and improve customer satisfaction. There is an old saying that you go to war with the army you have, not the army you want. While this is true, the army that you have tomorrow can be better than the army you have today if you invest time, focus and attention helping your employees to develop.

Establish Trust

Trust must be in place to help your employee establish an effective personal development plan. Trust is important because it enables you and your employees to be honest about short- and long-term goals, along with what is necessary for each of you to help the other achieve their goals. The employee, boss relationship works best when it is mutually beneficial. When you take the time to show your employees that you care about them, and that you are looking out for their best interest, they are going to be more likely to care for you, and to look out for your best interest. Trust is built over time through small acts such as listening, showing concern, holding confidentiality, and providing support.

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