Development planning is not an issue for you, you have further training in the company? - Think again.

Further training is part of organizations. You can't score points if you have them. But you won't score points if you offer little or nothing else.

Employees want individual development, preferably over many years. What you need is a long-term development path - that is captivating.

Do three things better than other companies when it comes to positive personnel development: make it personal, powerful, precise.

• Personal: Your employee development is individual, no one is handed a training catalog: “Surely there's something in there for you!”.
• Powerful: The personal development path is consistently geared towards the employee's strengths. If the weaknesses seem too important, it makes sense to shift the tasks towards the strengths - keyword job crafting. Nothing motivates like using your strengths.
• Precise: Strengths are so important that they need to be clear - what exactly is the employee so good at? What role does he or she have in the team? - Clarity arises only partially from the employee's self-assessment. A qualified external view is enlightening.

I like to work in teams with the Belbin team roles which shows your cluster of strengths - more from Belbin here in an overview. Each person shows two core roles with personal strengths, and the combination is often interesting.

This structured development planning is best poured into a digital development card; avoid long forms and complicated discussions.

How does that work? Get a further idea for your organisation at bergdolt@move-hr-forward.com.