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Why set out development plans with new staff?

Development plans blog

Many organ­i­sa­tions don’t think to set a devel­op­ment plan with a new starter, after all they’ve only just begun their work jour­ney, sure­ly they’re not think­ing about devel­op­ment yet? But we would argue that set­ting a devel­op­ment plan with new starters with­in the first few weeks is some­thing every organ­i­sa­tion should be doing. 

Why? An arti­cle by Inc. explains that a large amount of entry lev­el employ­ees quit with­in the first 6 months of start­ing at an organ­i­sa­tion, often due to a bad onboard­ing expe­ri­ence. Replac­ing staff mem­bers is an expen­sive pro­ce­dure, so why not do all you can to give new start­ed a great first impres­sion and make them want to stay? 

By encour­ag­ing man­agers set out a sim­ple devel­op­ment plan with their new starters, employ­ees start to think about where they would like to go in their career at your organ­i­sa­tion. They start to see their new role as a whole career path, and not just any oth­er job. 

This means that the new employ­ee is already invest­ed in their future at your organ­i­sa­tion, they know that by work­ing hard and prov­ing their val­ue to the organ­i­sa­tion, it will pay off for them long term. 

This is also a great way for man­agers to under­stand exist­ing skills, strengths and ambi­tions of their new team mem­ber ear­ly on. It might be that they want to devel­op into a spe­cialised role, or they can see them­selves in a man­age­r­i­al / team leader posi­tion soon. 

Once the man­ag­er and employ­ee have dis­cussed where it is they ulti­mate­ly want to end up, they can begin set­ting out the ini­tial steps to get there. This could be tak­ing on cer­tain extra respon­si­bil­i­ties to give them expe­ri­ence, shad­ow­ing a staff mem­ber cur­rent­ly doing the type of role they want to progress to, look­ing at train­ing cours­es they could com­plete etc. 

As well as result­ing in more moti­vat­ed team mem­bers, this also means that your new employee’s gains skills more quick­ly than if they didn’t have devel­op­ment con­ver­sa­tions until a year in. Result­ing in a high­er amount of valu­able and skilled staff.

Over­all this should result in new starters hav­ing a more pos­i­tive ear­ly impres­sion of their new organ­i­sa­tion, know­ing that the peo­ple in their organ­i­sa­tion are invest­ed in sup­port­ing them to suc­ceed and devel­op. And a good first impres­sion leads to low­er res­ig­na­tions, so it’s a win-win situation! 

You can set these devel­op­ment plans using an online per­for­mance man­age­ment plat­form, like Clear Review, which allows for the set­ting and track­ing of devel­op­ment goals between man­agers and employees. 

To find out more give us a call — +44 (0)20 3637 4489, or book a free demo!