04 May A Practical Guide to Staff Development Plans
What is a Development Plan and Why Bother?
It’s easy for managers to fall into the trap of focusing only on the immediate – rosters, service, stock, and surviving the weekend rush. But the venues that consistently perform well over time have one thing in common: they invest in their people in a structured, intentional way.
A staff development plan is a documented, personalised roadmap that outlines an employee’s professional growth within your business. It identifies where they are now, where they want (or need) to go, and how you’ll help them get there. It typically includes skills to be developed, measurable goals, training actions, and timelines.
Why use one?
- Retention: Development plans give staff a reason to stay.
- Performance: Clear expectations and structured growth improve capability.
- Succession planning: You build your next supervisors, managers, and leaders internally.
- Engagement: Staff who feel invested in are more motivated and accountable.
Put simply, if you’re not developing your team, you’re constantly rebuilding it.
Best Practice: How to Use a Staff Development Plan Effectively
A development plan isn’t a “set and forget” HR document. It’s a living tool that should guide regular conversations and decisions. Here’s how to do it properly.
- Start With a Meaningful Conversation
The foundation of any good plan is understanding the individual. Sit down with the employee and ask:
- Where do you see yourself in 6–12 months?
- What parts of the job do you enjoy most?
- What skills do you want to build?
- What do you find challenging right now?
For example, a casual waiter in a restaurant might say they want to move into a supervisor role, or a bartender might be interested in learning more about wine service.
This conversation ensures the plan is relevant, not generic.
- Set Clear, Measurable Goals
Vague goals like “improve customer service” are useless. Strong development plans rely on specific, measurable goals.
Use a simple structure:
- What needs to be achieved
- How success will be measured
- By when
Example (Waitstaff):
- Goal: Increase average upselling of desserts
- Measure: Achieve a dessert attachment rate of 30% of tables
- Timeframe: Within 8 weeks
Example (Bar Staff):
- Goal: Improve cocktail speed and consistency
- Measure: Prepare 5 core cocktails to spec in under 4 minutes during assessment
- Timeframe: Within 6 weeks
Clear goals remove ambiguity and make progress visible.
- Identify Training and Development Actions
Once goals are set, outline how the employee will get there. This is where many plans fall short. Goals are set, but no support is provided.
Development actions might include:
- On-the-job training (shadowing a supervisor or senior chef)
- Formal training (e.g. external courses, short workshops)
- Internal coaching (regular check-ins with a manager)
- Cross-training (learning another section or role)
Example (Kitchen Hand to Apprentice Pathway):
- Shadow a qualified chef twice a week during prep
- Complete basic knife skills training
- Enrol in a Certificate III in Commercial Cookery
Example (Supervisor Development):
- Lead one shift per week under supervision
- Attend leadership communication training
- Run pre-service briefings for the team
The key is to match the action to the goal—don’t just send people on random courses and hope for the best.
- Provide the Right Support and Resources
A development plan without support is just wishful thinking.
Support can include:
- Time: Scheduling training shifts or lighter sections to allow learning
- Access: Providing materials, manuals, or online training platforms
- Coaching: Regular feedback from managers or senior staff
- Encouragement: Recognising progress and effort along the way
When margins are tight, this often means being creative. For example:
- Running in-house wine tastings instead of expensive external courses
- Using senior staff to mentor juniors
- Scheduling development during quieter periods (e.g. early week shifts)
- Review Regularly (and Actually Do It)
A development plan should never sit hidden on a manager’s computer. The employee under development should have their own copy of the plan to refer to regularly.
Best practice review frequency:
- Monthly informal check-ins (10–15 minutes)
- Quarterly formal reviews (more structured discussion and updates)
During reviews, ask:
- Are goals being met?
- What’s working well?
- What barriers are getting in the way?
- Do goals need to be adjusted?
Menus change, teams change, business levels fluctuate. Your development plans should reflect that.
- Update and Evolve the Plan
Once a goal is achieved, replace it with the next step.
For example:
- A waiter who masters upselling might move on to training new staff
- A bartender who improves speed might shift focus to stock control or ordering
- A supervisor might start learning rostering or wage cost management
A good development plan grows with the employee. If it stays static, it loses value quickly.
Real-Life Examples of Staff Development Plans in Action
Here are a few practical examples drawn from typical hospitality settings:
Example 1: Casual Waiter → Section Leader
- Goal: Run a 6-table section independently on a busy Friday night
- Actions:
- Shadow experienced section leader for 3 shifts
- Attend menu knowledge training
- Practice POS efficiency during quieter shifts
- Support:
- Assigned mentor (senior waiter)
- Manager feedback after each shift
- Review: Weekly check-in for 4 week
Example 2: Bartender → Bar Supervisor
- Goal: Manage bar operations during one full service
- Actions:
- Learn ordering and stocktake processes
- Complete responsible service leadership training
- Run pre-shift briefings
- Support:
- Access to ordering systems
- Coaching from venue manager
- Measure:
- Successful shift with no stockouts and smooth service flow
Example 3: Chef de Partie → Sous Chef
- Goal: Take responsibility for ordering and cost control for one section
- Actions:
- Training in supplier ordering systems
- Weekly review of food cost reports
- Menu input for seasonal changes
- Support:
- Direct mentoring from head chef
- Measure:
- Maintain food cost within 2% of target over 8 weeks
The Takeaway
Staff development plans don’t need to be overly complex, but they do need to be intentional, consistent, and tailored.
A well-executed development plan can be the difference between a revolving door of employees, and a stable, high-performing team that grows with your business.
If you’re managing a venue and not using development plans, you’re relying on luck and an ever-challenging recruitment market to staff your business from top to bottom. There is a better way.
If you want to learn more about key staff development training and best-practice management systems, get in touch for a free 30-minute consultation.
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