In this section, we want to help you learn how to develop developmental goals. Creating a developmental goal is different from creating a performance goal. Developmental goals are targeted to enhance the skills of the employee that they are made for. However, the goals should be relevant to the position the employee is holding and the career progression. Developmental goals should also tie in with the employee related objectives of the organization. The following steps should lead to effective developmental goals.

1. Conduct a need analysis, i.e., gather evidence for the need – say, for example, an employee might be lacking in communication skills. Talk to the employee and understand the exact need (is he/she in need of improvement in verbal communication, written, or both?). Define the developmental need in detail. For example, if his/her need is in written communication skills, define it clearly – is the individual in need of memo writing skills, e-mail skills, or otherwise?
2. Help develop a timeline in consultation with the individual. Developmental goals need to be monitored more closely than performance goals as they are not as easily observable. Daily routine can often lead to neglect of developmental goals.
3. Have intermediate measures. Assessment of progress is crucial to ensure that the developmental needs are being met.
4. Ensure the inclusion of activities that would lead to development as well as actions that would demonstrate the skills acquired.