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Implement an IT Employee Development Plan

Improve IT engagement by empowering employees.

  • There is a growing gap between the competencies organizations have been focused on developing and what is needed in the future.
  • Employees have been left to drive their own development with little direction or support and without the alignment of development to organizational needs.
  • The pace of change in today’s environment demands new competencies while making others obsolete, and IT is challenged with keeping up with upskilling employees.

Our Advice

Critical Insight

  • Organizations position development as employee-owned, yet employees still feel like their needs aren’t being met, and many leave as a result.
  • Development needs to be employee-owned and manager-supported but also organization-informed to ensure that it meets the organization’s needs.
  • Today, operating environments change quickly, and organizations need to develop the competencies employees need both today and in the future.

Impact and Result

  • Design employee development plans that build the competencies the organization and IT department need both today and in the future.
  • Equip managers and build program support to foster continuous learning and development.
  • Connect the right development opportunity to the right employee through an effective development planning process.

Implement an IT Employee Development Plan Research & Tools

Start here – read the Executive Brief

Read our concise Executive Brief to find out why you should implement effective development planning, review Info-Tech’s methodology, and understand the four ways we can support you in completing this project.

2. Select appropriate activities for development

Review existing and identify new development activities that employees can undertake to achieve their goals.

Member Testimonials

After each Info-Tech experience, we ask our members to quantify the real-time savings, monetary impact, and project improvements our research helped them achieve. See our top member experiences for this blueprint and what our clients have to say.


Overall Impact


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City of Prince George





Just to comment on the time and financial questions above. As this is new to IT , we don't anticipate time and financial savings right away as it ... Read More

State of Montana ITSD

Guided Implementation




The best part was the expertise in Scaled Agile. The conversation got a little off course from the PM role but the interaction and the tools provi... Read More

Trinidad and Tobago Unit Trust Corporation

Guided Implementation




I really appreciate the understanding of my particular challenge and the guidance provided with examples.

University of Texas - Arlington

Guided Implementation




Honda de Mexico

Guided Implementation




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About Info-Tech

Info-Tech Research Group is the world’s fastest-growing information technology research and advisory company, proudly serving over 30,000 IT professionals.

We produce unbiased and highly relevant research to help CIOs and IT leaders make strategic, timely, and well-informed decisions. We partner closely with IT teams to provide everything they need, from actionable tools to analyst guidance, ensuring they deliver measurable results for their organizations.


Overall Impact

Average Days Saved

After each Info-Tech experience, we ask our members to quantify the real-time savings, monetary impact, and project improvements our research helped them achieve.

Read what our members are saying

What Is a Blueprint?

A blueprint is designed to be a roadmap, containing a methodology and the tools and templates you need to solve your IT problems.

Each blueprint can be accompanied by a Guided Implementation that provides you access to our world-class analysts to help you get through the project.

Need Extra Help?
Speak With An Analyst

Get the help you need in this 3-phase advisory process. You'll receive 6 touchpoints with our researchers, all included in your membership.

Guided Implementation 1: Assess employees’ development needs
  • Call 1: Discuss competencies.
  • Call 2: Discuss having career path conversations.

Guided Implementation 2: Select activities for developing prioritized competencies
  • Call 1: Discuss potential development activities.
  • Call 2: Review development activities you have determined appropriate for developing prioritized competencies.

Guided Implementation 3: Build manager coaching skills to support employee development
  • Call 1: Discuss accountabilities.
  • Call 2: Discuss coaching skills.


Rebecca Hoke


  • Alan M. Saks, Professor of Organizational Behavior & HR Management, Centre for Industrial Relations & Human Resources, University of Toronto
  • Anonymous, former Senior Training Manager, large telecommunications company
  • Anonymous, Senior Manager of Talent & Development, large professional services firm
  • Anonymous, Senior Director, HR & Executive Coach
  • Colleen Philabaum, Director of Learning & Development, Worthington Industries
  • Dr. Karie Willyerd, Head of Global Customer Education & Learning, SAP and Co-Author of Stretch: How to Future-Proof Yourself for Tomorrow’s Workplace
  • Gerard Camacho, Director of Career Development, Parkland Health & Hospital System
  • Julie Winkle Giulioni, Consultant, Speaker, and Co-Author of Help Them Grow or Watch Them Go
  • Laura Hastings, VP Human Resources & Organizational Development, Rhapsody International Inc.
  • Luis Alberola, Talent Strategy & Innovation, Owner, LA Consulting
  • Margo Murray, President & Chief Operating Officer, MMHA
  • Michelle Ockers, Independent Learning & Development Consultant
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