Individual Development Plan (IDP)

Supporting an employee who's ready for the next step in their career can feel tricky. Maybe you noticed their potential during a recent project, after a performance evaluation, or they approached you directly. No matter how it came up, the challenge is helping them build the skills for that next role.

That’s where an Individual Development Plan (IDP) comes in.

The Trakstar IDP tool allows your employees to track and share their progress toward a career goal, giving you, their manager, a way to provide thoughtful, structured support.

Skip to:

• Getting Started
• The First Meeting
• Regular Follow-ups
• Concluding the Plan
• Key Reminders for Managers
• Why Use An IDP?

Getting Started

As the manager, you're responsible for initiating the IDP process.

1. Go to Trakstar dashboard and click on the name of the person you'd like to set up a plan for. Creating an Ad Hoc (One-Time) Review in Trakstar Perform: Manager's Guide. Otherwise, contact your system administrator to launch the IDP.
2. Fill out this form with your feedback and notes. Depending on settings, your employee will also fill out the IDP Initiation form with their ideas.
3. Send the completed to HR for approval.

You can feel free to add any note and include your feedback, your progress will be saved automatically even without needing to click on “Send for Approval”.

This form helps employees reflect on:

• Strengths
• Areas for growth
• Motivations
• Resources
• Development Activities

• Career goals

  
  
  

Encourage your employees to focus on one clear goal. Ideally, they’ll complete the form independently and schedule your meetings, but some employees might need a bit more direction, especially if they're unfamiliar with IDPs.

Once the form is submitted:

• Review your employee’s responses

• Schedule the initial IDP meeting.

  
  
  

📝 Before the Meeting, Ask Yourself:

• Do I agree with their identified strengths and development areas?
• Does their goal make sense with their current trajectory?
• Are there roles or opportunities that align with their goal?
• Do our expectations match?

The First Meeting

As a manager, you will need to create the IDP if this is enabled in your settings, otherwise, your system admin has the responsibility to do this before your initial meeting.

1. Let your employee share their thoughts first.
2. Ask open-ended questions to clarify their responses.
3. Share your feedback and insights.
4. Begin shaping their IDP using the “Individual Development Plan” format

Break their goal into smaller steps using the “Goals and Notes” section.

🔧 Use the SMART Goal Method

Also:

• Set deadlines for each step
• Schedule recurring check-ins (in-person and/or via email)

• Enable email reminders for key milestones.

  
  

Regular Follow-ups

During follow-ups, your role is to support, guide, and motivate.

Ask open-ended questions like:

• What accomplishments have you been most proud of since our last check-in?
• What challenges have come up?
• Do any of your goals need to be adjusted?

• How can I support you before our next meeting?

  
  

👉 Update the IDP together. Ensure your employees track their progress and reflect on wins and blockers in the form.

Concluding the Plan

As the IDP comes to a close:

1. Have your employee complete the final sections of the “Goals & Notes” page:

• Accomplishments

• Unmet Goals (a chance to share why the employee didn’t reach the goal)

  
  

2. Add your reflections on the “Scoring” page.
3. Ask your employee to set up a final wrap-up meeting if not already scheduled.

🏁 Scoring the IDP:

Each goal will be marked as:

• Incomplete
• Partially Complete

• Complete

  
  

Key Reminders for Managers

✅ Use SMART goals to keep development clear and actionable

✅ Check in regularly and encourage open conversation

✅ Provide support, but let your employee take the lead

✅ Celebrate wins—even small ones

✅ Encourage honest reflection during wrap-up

Why Use an IDP?

An IDP isn’t mandatory, but it can be incredibly valuable. It adds structure and clarity to your employee’s development and helps you be a more effective coach and leader.

Bonus Tip: You can reuse the IDP content to support future promotion discussions, performance reviews, or lateral moves.