The development discussion is an important part of the interaction between an employee and a manager, promoting the employee's career development, motivation and job satisfaction.
A development discussion template means a structure or agenda that can be used for holding a development discussion. The purpose of a template is to help managers, and depending on the situation the templates can be followed like a train on its tracks or applied freely.
Below are three different models or structures to use as a basis for development discussions. The templates are the traditional development discussion structure, the future-oriented development discussion template and the dialogue-based development discussion template.
1. Traditional development discussion template
Opening words and setting the mood - check-in
- The manager opens the discussion in a positive and encouraging way, creating an open and trusting atmosphere.
- A check-in, in all its simplicity, means the question: "how are things going?"
Reviewing goals
- Go through the goals of the previous period and assess how well they were achieved.
- Discuss the obstacles to achieving the goals as well as the successes.
Evaluating work performance
- Focus on the employee's strengths and development needs.
- The manager gives feedback and the employee can bring up their own views and experiences.
Setting new goals
- Set goals for the coming period, taking into account the employee's professional interests and career goals.
- Agree on concrete actions to achieve the goals.
Drawing up a development plan
- Draw up a plan to support the employee's professional development.
- Agree on training, mentoring or other development actions.
Summary and feedback
- Summarise the key points of the discussion and the agreed actions.
- The manager and the employee give each other feedback on how the discussion went.
2. Future- and learning-oriented development discussion template
Check-in
- The discussion begins by asking about the most pressing news and current feelings, so that later it is easier to focus on the actual content of the development discussion.
Vision and dreams
- The discussion begins by envisioning the employee's future and dreams in working life.
- Consider what kind of role or field of work would inspire the employee in the long term.
Mapping competences
- Map the employee's current competences together and how they relate to their dreams for the future.
- Identify the areas of competence that need developing in order to reach the desired future.
Drawing up a personal growth plan
- Plan concrete steps and actions that support the employee's personal and professional growth towards the desired future role.
- Agree on mentoring, networking opportunities and other resources that support development.
Setting short- and long-term goals
- Set clear goals for both immediate and longer-term actions.
- Focus on both concrete skills and broader career development perspectives.
Follow-up and support
- Agree on mechanisms and practices for tracking progress towards the goals that have been set.
- Discuss the support the employee needs along the way.
3. Dialogue-based development discussion template
Check-in - Open dialogue about the current situation
- The discussion begins with an open dialogue about the employee's experiences, challenges and achievements at work.
- Focus on listening and understanding, avoiding judgement or assumptions.
- In the dialogue structure the check-in carries greater weight and can shape the entire conversation more
Mapping development wishes and needs
- The employee is encouraged to freely express their own development wishes and needs.
- Focus on individual needs and on how the work environment can support them.
Brainstorming forms of collaboration and support
- Brainstorm together how the manager and the work community can support the employee's development.
- Look for creative solutions and opportunities that benefit both the employee and the organisation.
Outlining a personal development path
- Use dialogue to create a personal development path based on the themes that came up during the discussion.
- Agree on concrete steps and goals that are aligned with the employee's wishes and the organisation's needs.
Continuous feedback
- Agree on continuous feedback along the development path.
- Focus on openness, flexibility and mutual support.
Each of these structures offers a different approach to development discussions, and they can be tailored to the needs of the organisation or the individual.
Read more:
https://www.ttl.fi/tyopiste/kehityskeskustelu-on-tilaisuus-pysahtya-arjen-keskella
https://topaasia.com/kehityskeskusteluiden-yleiset-virheet-ja-hyodyt/