At R.E.D., we believe in intentional development—starting with strong, employee-owned IDPs.
Individual Development Plans (IDPs) are powerful tools when used well. They help employees take charge of their growth and align their learning goals with business needs. But many teams struggle with making IDPs actionable, let alone motivating.
One HR leader in our R.E.D. community put it perfectly:
“I want my team to tell me, ‘I want to grow this skill because it will help the business in this way.’ But they don’t know how to get there—or even what’s missing.”
This is a common challenge. Employees often know the next role they want, but not the skills gap holding them back. Helping them take ownership starts with better conversations and a simpler framework.
How HR Leaders Can Support Employee-Owned IDPs
1. Start with the “Why”
Begin with career conversations. Ask questions like:
What do you want to learn or become?
What drives your growth?
- Uncovering intrinsic motivation makes the IDP more meaningful and sticky.
2. Clarify the “What”
Next, help employees identify specific development areas:
Soft skills (e.g. communication, negotiation)
Technical capabilities
Leadership behaviors
Clarity here keeps plans focused and relevant.
3. Define the “How”
Guide them in choosing the right learning format:
Online/offline courses
Stretch assignments
Mentoring or coaching
It’s not about volume—it’s about what’s most impactful for their role and context.
Make IDPs Living Tools, Not Checklists
Don’t let IDPs collect dust after annual reviews. Instead:
Revisit them during regular check-ins
Adjust goals based on shifting team priorities
Celebrate small wins to build momentum
Coaching Conversations Matter
The HR leader who shared her team’s struggles realized something important:
Most people don’t know what they’re missing—and one discussion won’t fix that.
Regular coaching-style conversations help uncover blind spots, build confidence, and shape realistic development journeys. This shift from top-down planning to co-creation is what makes IDPs stick.
Want to Elevate Your IDP Strategy?
At R.E.D., we’re building a strong network of HR leaders committed to real conversations and real impact. Join our community to:
Share strategies on employee development
Exchange tools that actually work
Attend exclusive HR forums focused on growth, performance, and culture
Let’s redefine development together.
Related Articles
When Project Management Finds Its Way Into Everyday Life | LFS PMP Insights
