Lattice’s 2025 State of People Strategy Report revealed Learning and Development (L&D) is the new frontrunner in driving employee engagement, surpassing traditional incentives like additional time off, enhanced benefits, and flexible work arrangements.
Companies that prioritize robust L&D initiatives are likely to see better employee retention and become talent magnets in an increasingly competitive job market.
“Most people are coming to work for growth and development,” said Matthew Raskin, former senior people strategist at Lattice. But there’s still work to be done: 77% of HR teams and 68% of managers say skill gaps are preventing them from promoting from within as often as they’d like. Companies must step up their game when it comes to L&D if they want to keep up with what employees want. To bridge the gap and meet expectations, the employee development plan is an essential place to start.
What is an employee development plan?
An employee development plan — or individual development plan (IDP) — is a document that outlines short- and long-term career goals and development areas. Employees and their managers work together to describe what steps employees need to take for advancement opportunities. IDPs identify resources, such as webinars, mentorship, and training programs, to help employees meet milestones and achieve success. “Coaching is such a huge multiplier” in an employee’s growth and development, Raskin said.
What makes a good employee development plan?
A solid development plan helps employees excel in their current jobs and prepare them for whatever comes next. They cover all the bases:
- technical skills for specific roles
- soft skills including communication and initiative
- long-term career goals
This comprehensive approach ensures that employees are developing in ways that benefit both their personal career aspirations and the company’s needs.
When should you use an employee development plan?
Employee development plans should be separate from, but used in conjunction with performance reviews, as tools in human resource management to help guide career development conversations. They give employees a chance to reflect on their progress and consider where they want to go next. By lining up with company goals, these roadmaps make sure that as employees grow, the organization benefits too.
They also are useful for talent management and succession planning, when maintained with regular check-ins and time-bound goals. The frequency of updates can vary depending on company culture and individual needs, ranging from monthly to annual reviews, allowing for flexibility and responsiveness to changing conditions.
4 Free Employee Development Plan Templates
Lattice’s free templates are designed with flexibility in mind, fitting various organizational needs and industries. These aren’t just standalone tools. The templates complement other HR processes and contribute to a comprehensive approach to employee development, no matter where an employee is in their career journey.
Each template serves a unique purpose in the employee development journey. Let’s explore some of the options:
- Individual Development Plan
- What it is: Career growth plan
- Who should use it: Any employee looking for career growth, regardless of level
- How to use it: Map out career vision, short-term development goals and needs
- 30-60-90 Day Plan Template
- What it is: Three-month onboarding guide
- Who should use it: New hires or employees transitioning to new roles
- How to use it: Set clear expectations for performance, learning, and stretch goals
- 360 Developmental Review Template
- What it is: Plan based on feedback from managers, peers, and direct-reports
- Who should use it: Anyone ready for comprehensive feedback from multiple perspectives
- How to use it: Leverage diverse feedback to target specific growth areas
- Career Development Conversation Template
- What it is: A candid discussion about current role and career development plans
- Who should use it: Employees at any stage seeking to plan their career trajectory
- How to use it: Identify long-term vision, pinpoint skills (and skill gaps), and plot next steps
These plans are effective when managers and employees commit to working together to track progress. Regular check-ins and open communication about employee’s goals keep everyone aligned and motivated. The ongoing dialogue boosts morale by showing employees that the company continually invests in their growth. “This is the beginning of the conversation,” Raskin said. “If you set it and forget it, you probably do more damage.”
The templates are just a glimpse into how Lattice can help your HR team and managers win the race for top talent.
Benefits of Making an Employee Development Plan
Effective employee development plans aren’t just about moving up the corporate ladder. They can redefine what growth means for each team member. An employee with leadership skills may not want to be a people manager, and they may have different development needs. These plans identify those needs to guide continuous learning that allows both employees and the company to move forward together. They make a difference in these areas:
- Growth clarity: These action plans give employees a personalized and structured upskilling strategy to advance their careers.
- Engagement and retention: When employees can see a clear future with the company and know exactly what skills they need to reach their goals, they are likely to be excited to stay.
- Team alignment: When development plans sync with team goals, everyone wins. Employees see how their growth helps the bigger picture.
- Business impact: As employees add new skills and thrive, the company's performance improves too. It's a win-win.
- Fair play: Standardized plans promote equitable job leveling to define competencies, recognize certifications, and measure key performance indicators (KPIs).
- Talent attraction: Whether it’s mentoring or opportunities to expand skill sets, a professional development program is a major draw for job seekers in a competitive market.
It's not just about helping people grow ― it's about building a successful organization. By formalizing professional goals, companies create an environment where employees can thrive and the business can flourish. “The secret to engagement is engaging, right?” Raskin said. “Having a conversation about someone's skill development or their career development ― those are all moments to engage.”
A key consideration is flexibility in setting growth paths. One size doesn’t fit all when skills and needs are constantly evolving. “There is this false idea of a perfect trajectory” in a successful career path, Raskin said. Employees’ career aspirations can change. He said: “We try different things and those are all growth moments to help us find our path.”
When HR, managers, and employees use these templates together, they can tackle common roadblocks like time crunches and budget constraints, all while keeping business goals in sight. These tools also spark innovative solutions, helping teams come up with fresh ideas to overcome challenges.
Put your plans into practice with Lattice.
Ready to take your L&D strategy to the next level? Lattice Grow helps companies implement effective employee development plans for their unique needs. Here’s what you get:
- IDPs: Empower employees to map their careers and crush their goals.
- 1:1 Integration: Keep growth top of mind in every check-in, whether it’s weekly, monthly or something else.
- Developmental Reviews: Create space for regular “Grow convos” and progress tracking, with automated reminders.
- Career Tracks: Standardize, centralize, and highlight paths toward career advancement, enabling equitable job leveling.
What sets Lattice apart is how these tools work together. The IDPs feed into 1:1s and reviews, while career tracks guide long-term development. This integration creates an L&D ecosystem where every conversation and action contributes to an employee’s growth journey. The way these tools work together benefits everyone.
Investing in employee growth is a game-changer for any company’s success. Whether it’s defining actionable steps, measurable goals, or leadership training needs, you can turn employee development from a box-ticking exercise into a powerful driver of engagement, retention, and performance.
Explore how to leverage Lattice’s offerings and schedule a demo today. For more ideas, download our ebook, The Ultimate Guide to Employee Development.
