How to create an employee development plan
A development plan turns "we should invest in growth" into a concrete path. Here is how to build one that targets real gaps and gets revisited.
Why development plans gather dust
Most development plans fail for two reasons: they are generic ("improve communication") and they are never revisited. A plan that targets a specific competency gap, ties to a growth goal, and gets reviewed in 1:1s is a plan that produces growth.
Building the plan
From gap to growth
- 1
Anchor to a gap
Start from a real competency gap to the person’s target level, not a vague aspiration.
- 2
Set a growth goal
Define what success looks like and by when.
- 3
Choose learning
Pick courses, projects, or mentorship that close the specific gap.
- 4
Review regularly
Revisit the plan in 1:1s so it stays alive.
How Fintra supports development plans
- Growth plans in Grow link to the competency gaps they are meant to close.
- Growth goals attach to the plan so progress is trackable.
- Learning paths recommend courses matched to the gap.
- Plans connect to 1:1s and reviews so growth is a recurring conversation.
Development-plan checklist
- Anchored to a specific competency gap, not a general trait.
- A growth goal with a definition of done and a date.
- Learning matched to the gap, including on-the-job work.
- A regular review slot, usually the 1:1.
- Ownership shared between employee and manager.
- A re-rating at the end to confirm the gap narrowed.
Frequently asked questions
What is an employee development plan?
It is a structured plan for how a person will grow - the gaps they will close, the goal they are working toward, the learning and experiences that will get them there, and how progress is reviewed. Fintra’s Grow module supports growth plans and goals linked to real competency gaps.
What should a development plan include?
A specific competency gap to close, a growth goal with a deadline, chosen learning or stretch assignments, and a review cadence. Vague plans fail; grounded ones work. Fintra ties growth plans to the gap they address and to learning-path recommendations that match it.
Who owns the development plan?
Ownership is shared: the employee drives their growth, the manager provides opportunity and feedback. The plan lives best in the recurring 1:1 where both revisit it. Fintra connects growth plans to 1:1s and reviews so the plan is a live document, not a one-time form.
How do you know a development plan worked?
Re-rate the competency at the end and check whether the gap narrowed, alongside real evidence of the new behavior. Because Fintra frames development around a measurable competency gap, you can compare the before and after rather than relying on a general impression of progress.
Stay in the loop
One practical finance briefing a week - new guides, checklists, and benchmarks.
Growth that gets revisited
Anchor plans to real gaps, attach goals and learning, and review in 1:1s. Free to start, no card required.
Talk to us