To help facilitate and empower all team members to grow in their careers, Santee Cooper introduced formalized individual development plans (IDPs) as a new approach to employee growth.
An IDP is a personalized roadmap that helps employees identify career goals and the skills needed to achieve them. Through an IDP, a team member works with their manager to outline developmental activities designed to enhance the teammate’s abilities for both current and future roles.
The plans serve as a launchpad for ongoing one-on-one discussions between the employee and the manager about how the employee’s work aligns with their career aspirations and the organization’s vision, mission and strategy. They also foster intentional growth and connection through targeted development activities, regular check-ins and manager support.
This collaborative approach was informed by insights from Gallup’s Q12 employee engagement survey, which highlighted employees’ desire for more career development at work.
“Our teammates indicated their desire for development and growth. IDPs create the framework for meaningful dialogue about growth, skills and long-term goals,” said Aleatra Asby, Manager of Employee Relations. “IDPs also benefit Santee Cooper as a whole by building stronger leadership pipelines.”
IDPs are designed to be straightforward and efficient, ensuring that the process supports conversation and action rather than becoming overly complicated or time consuming. The focus is on meaningful improvement rather than solely task-driven activity.
Another key feature of the IDP initiative is its inclusivity. Development planning is not limited to employees selected for specific programs; instead, it is intended for all team members at all levels to help employees build new skills, pursue stretch opportunities, and envision where they see themselves in the future. By doing this, Santee Cooper can increase the workforce’s skills and foster stronger connections between individuals, their teams and the organization.
This first year of implementation is focused on setting expectations and building habits around development planning. Through frequent, informal check-ins employees and managers can discuss progress, address challenges, and identify ways to remove barriers to success. These conversations reinforce shared ownership and encourage accountability from both employees and managers.
By creating a space where employees feel supported, developed and connected to the organization’s purpose, the IDP initiative aims to strengthen engagement, retention and long-term success.
“We recognize the importance of continuous learning and stronger connections between employees, their managers, and the organization’s values and mission. This is an important moment to encourage individual development and empower our team,” said Asby.