Describe your employee growth process. Makeform builds a professional development plan form with goals, actions, support, measures, target dates, and manager follow-ups.
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Sample prompts for the builder
Choose a prompt, tailor it to your review process, or send it to the Makeform builder. The structure is an example, not an employee submission.
Audience
Employees and managers planning the next review cycle
Format
Goal-by-goal plan with quarterly checkpoints
Prompt size
293 chars
Example form structure
Goal-by-goal plan with quarterly checkpoints
Employee, role, department, and manager
Career interests and current strengths
Development goal and action steps
Success measure and target date
Employee and manager comments
Suggested routing tags
Draft plans
Manager review
Check-in due
Ask for a success measure and review date for every goal so employees and managers can revisit it consistently.
Step 1
Reflect
strengths, interests, and skill gaps
Step 2
Plan
goals, actions, support, and measures
Step 3
Review
manager feedback and agreed priorities
Step 4
Revisit
check-ins, progress, and next actions
Plans people can use
Connect an employee's direction with practical actions. Structured fields keep every goal, resource, measure, and checkpoint together.
Repeat capability, action, support, evidence, target date, and review fields without forcing identical goals.
Collect employee reflection and manager comments for alignment, constraints, and agreed support in one plan.
Milestone dates and status choices support progress discussions and action changes after planning.
Adapt to the moment
Change the time horizon, skill categories, and review route while keeping goals concrete and owned by the employee.
Connect review insights to two or three forward-looking goals, quarterly checkpoints, and support the manager agrees to provide.
Capture future interests, transferable strengths, stretch assignments, and evidence that will inform a later career conversation.
Organize leadership behaviors into a 30-, 60-, and 90-day practice plan with coaching and reflection prompts.
Use shared skill categories while letting each employee choose a relevant action, work application, outcome, and completion date.
Development planning workflow
Use your planning rhythm and vocabulary, then share the form before a focused manager conversation.
Specify who completes the plan, expected goals, time horizon, and manager review details.
Add goal examples, skill categories, required fields, and conditional budget questions.
Send the form before the meeting and notify the appropriate manager or department.
Use check-in dates, status fields, and reflections to discuss progress and revise actions.
Form vs document vs notes
A form makes goals comparable and routable while preserving the employee's own language.
Field guide
Give every section a job: establish direction, convert it into action, identify support, and create a sensible point for reflection.
Context
Role, strengths, interests, and desired responsibilities frame relevant goals without recreating a performance review.
Goals
Ask what the employee wants to learn or do differently and why it matters at work—not only which course they might take.
Actions
Separate fields for projects, observation, mentoring, practice, and learning create a balanced action plan.
Evidence
Match evidence to the goal: a work sample, feedback on a behavior, applied method, or reflection—not completion alone.
Support
Capture needed access, time, feedback, budget, or assignments, then let the manager confirm available support.
Timeline
Separate milestone, completion, and review dates create a place to assess evidence, obstacles, and revisions.
Related tools
Use adjacent forms to gather inputs for the plan, coordinate training, and prepare meaningful follow-up conversations.
Gather employee interests, perceived opportunities, and support needs before development planning.
Open toolStructure review inputs that can inform forward-looking goals without replacing the development plan.
Open toolIdentify shared capability gaps and prioritize learning needs across a department or team.
Open toolBuild a related career conversation form for employees exploring direction and opportunities.
Open toolCollect training selections, learning goals, logistics, and completion details for planned activities.
Open toolGather specific team feedback that employees and managers can discuss during a check-in.
Open toolFAQ
Practical answers for managers and HR partners building a consistent employee growth process.
It documents employee growth goals, actions, support, progress evidence, dates, and follow-ups in a record the employee and manager can revisit.
Collect employee context and interests. For each goal, ask for the capability, reason, actions, workplace practice, support, evidence, milestones, target date, next check-in, and manager comments.
Choose a number that fits the role and planning period. Two or three focused goals may be easier to discuss than a long list; repeat the same fields for each.
Yes. Separate employee reflections from manager comments, route the response to the manager, and record agreed priorities, support, dependencies, and the next check-in.
Yes. Ask about courses, budget, time, access, or coaching. Show provider, cost, and timing questions only when the employee requests that support.
Match evidence to the goal: a work sample, feedback on a practiced behavior, application of a method, or reflection. Course completion can be one milestone, not the only measure.
Yes. Makeform is unlimited free for form generation, editing, publishing, and responses. The paid tier removes the Makeform badge; it does not unlock additional response capacity.
Match the cadence to the plan: perhaps monthly for 90-day goals or quarterly for annual goals. Record the next review date and discuss evidence, obstacles, support, and revisions.
Give development conversations a useful next step.
