A well-thought-out plan provides your employees with opportunities and clear direction on how to increase their skills and advance their careers. And with a more expanded skill set, they have more tools to help your business forge ahead. It's a win-win for you and your staff.

But an employee development plan or program shouldn’t be created off the cuff. Follow these steps to help make sure your employees' development plans are on point.

Step 1: Consider your business goals
Before you set objectives for employees, you should try to align their development plan with your company’s needs. Otherwise, you and your employees’ efforts could be all for not.

Start by considering what your long and short-term business objectives are. Then identify the necessary skills, knowledge and competencies that support those objectives.

For example, if your business will be going through a growth spurt, you may need additional leaders. What skills do these leaders need to have? Do any of your current employees have the skills – or capability to learn the skills – needed to fulfill these roles?

“If not, developing a plan to bridge the gap between current employee skill sets and needed skill sets would be of great value,” says Lynne Klein, human resource advisor at Insperity.

Developing internal candidates can save you time and money on recruiting, onboarding and training outsiders.

“Additionally, creating a career path and demonstrating advancement and promotion opportunities through development can help you retain your top talent,” says Klein.

Step 2: Talk to your employees
Don’t just assume you know your employees’ skill level and career aspirations.

If possible, have a face-to-face discussion with each of your team members to get a better understanding of what their career goals are and how they think they can accomplish them.

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