Conducting a development conversation: everything you need to know + checklist

The development talk is an important tool to stimulate the growth and development of employees within an organization. Because topics such as sustainable employability and attracting and retaining talent are currently central to HR, conducting effective development discussions is more relevant than ever.

By investing in the personal development of your employees as an organization, you can ensure higher engagement and satisfaction, which ultimately leads to better performance and lower turnover.

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What is a development conversation?

A development conversation (also called a POP conversation or career conversation) is a conversation between a manager and an employee, focused on the personal and professional growth of the employee.

But what is the difference between the development conversation and the performance review and appraisal conversation? Performance and appraisal conversations focus mainly on evaluating performance, while the development conversation focuses on the ambitions and talents of the employee.

Checklist: preparing and conducting a development conversation

Preparing a development conversation is essential. Here is our checklist.

1. Preparation:

Collect achievements and goals achieved.
Ask for feedback from colleagues.
Inventory previous development goals.
Note topics to be discussed.
Plan sufficient time in a quiet environment.

2. The conversation:

Performance assessment:

What are the most important achievements of the past year?
Were there specific challenges?
Where do you see room for improvement?

Feedback:

Can you give an example of a particularly successful situation?
What situation did you learn from?
How can we better support you?

Development goals:

Which skills do you want to develop?
How can we help you achieve these goals?
Which training do you think you need?

Career development:

What are your long-term career goals?
How do you see your role developing?

Support and tools:

What resources or tools do you need?
How can the organization better support you?

3. Conclusion:

Summarize the key points.
Record concrete agreements.
Schedule a follow-up.

4. After the conversation:

Send a summary.
Ensure proper follow-up.
Monitor progress.

How often do you conduct a development conversation?

A development conversation should be an ongoing process, not a one-time event. It is best to integrate it into your HR conversation cycle. Regular development conversations provide opportunities for feedback and adjusting goals.

By spreading these conversations throughout the year, a continuous dialogue emerges. This promotes a culture of open communication and trust.