General formulations without specific actions and deadlines
Unclear tasks demotivate any employee, and the manager will not see the result. The plan should be discussed and steps specified at the approval stage.
Present the idea of the IPR to the staff correctly, explain what the plan is france phone number list aimed at. Provide opportunities for development. Tell them that you want to take into account the employee's needs.
The IPR serves the common good. It is useful for both the business and the employee, and does not become an order from above.
Results
The IPR is developed for a period of three months to a year. Each employee has their own individual plan, drawn up taking into account their potential and ambitions. Only in this way can the company achieve its goals, for example, successfully launch a project, enter a new market, increase sales.
The plan is created after assessing the employee's personal and professional qualities. The IPR can be used to improve soft skills, for example, if an employee needs to acquire management skills when promoted to department head. The plan also allows for the development of hard skills, for example, when an employee learns a new programming language to strengthen the project team.
The implementation of the plan will be effective if:
The goals of the business and the employee intersect. This motivates him to successfully complete the IPR;
The manager monitors progress and results in the feedback format. If necessary, the IPR is adjusted.
All actions to improve skills and deadlines are clearly and understandably formulated and evenly distributed over time.