In a world where hybrid and cross-border teams are becoming the norm, the way we approach talent development needs to evolve. One-size-fits-all training programs or generic career talks no longer cut it—especially when you’re building distributed teams across Southeast Asia. That’s where the Individual Development Plan (IDP) comes into play.
An IDP provides a clear structure for employees to grow in their roles, pursue meaningful career paths, and contribute more effectively to the company. For business leaders and HR teams, it has become a strategic tool to align individual ambition with organizational needs, while also addressing region-specific challenges like talent retention, compliance, and upskilling. Whether you’re nurturing a remote sales team in Malaysia or grooming future engineering leaders in Vietnam, a tailored IDP can help you scale with confidence.
An Individual Development Plan (IDP) is a customized growth plan co-created by an employee and their manager to map out professional goals, identify gaps, and lay down actionable steps to reach those goals. Think of it as a personal career GPS—it doesn’t just outline the destination but also offers routes, checkpoints, and recalibration moments along the way.
What makes IDPs different from performance reviews or KPIs is their forward-looking nature. Rather than evaluating past performance, IDPs are about shaping the future. They’re ideal for organizations that want to empower their employees to take charge of their careers, build stronger capabilities within the team, and drive retention through purposeful development.
In Southeast Asia and globally, more companies are hiring across borders, embracing remote setups, and managing multicultural teams. In this environment, structured development becomes the glue that holds teams together. Here’s how IDPs can support your team and business:
Employees with a clear growth path are far more likely to stay. IDPs signal to your team that you’re investing in their future—not just their current output.
Instead of hiring externally for every leadership role, IDPs help you groom talent internally—faster, cheaper, and with a better cultural fit.
People are more engaged when they understand how their work contributes to their career goals. IDPs bridge that clarity gap.
Whether you’re expanding your sales team in Vietnam or scaling engineers in Indonesia, IDPs help ensure your talent strategy supports your growth strategy.
💡 In diverse, remote-first teams, understanding cultural nuances is crucial. Learn how culture shapes work in our Remote Hiring 101 guide.
Here’s a detailed walkthrough to build effective IDPs for your team—especially useful when managing distributed or multicultural teams across Southeast Asia.
Begin by encouraging the employee to reflect on their current capabilities, career aspirations, and potential areas for growth. This step sets the foundation for the entire plan. Self-assessments help individuals take ownership of their development, and they can be supported with tools like personality assessments, 360-degree feedback, or skill audits. Especially in cross-border settings, it’s helpful to guide them with questions tailored to regional opportunities or cultural competencies.
Once the employee has a better understanding of where they stand, work together to define 2–3 specific goals. These should follow the SMART framework—Specific, Measurable, Achievable, Relevant, and Time-bound. For example, a SMART goal might be: “Complete a data analytics course and apply the learnings to automate two reporting tasks by the end of Q3.” The more actionable the goals, the easier it will be to track progress and demonstrate ROI from your development initiatives.
This step bridges the “current state” to the “desired state.” Work with the employee to pinpoint which skills or knowledge areas they need to acquire to achieve their goals. This could range from technical skills (e.g. data tools, programming languages) to soft skills (e.g. stakeholder communication, leadership readiness). For remote or regional teams, don’t forget to include competencies like cross-cultural collaboration, digital fluency, or understanding local labor regulations.
🧠 Need to upskill your team on SEA employment law? Check out our EOR guide for practical insights.
The 70-20-10 model is a proven approach to structure learning:
The combination makes the learning process more holistic and sustainable. In a distributed team, this might also include stretch assignments in another market or remote collaboration sprints with colleagues in different regions.
Learn how to structure your team’s development across borders in our blog on offshore hiring best practices.
Without clear checkpoints, even the most ambitious plans can lose momentum. Break down each goal into monthly or quarterly milestones. This helps both employee and manager to visualise progress and maintain motivation. If the goal is to become a team lead in 12 months, for instance, key milestones could include “lead a project meeting by Q2,” “mentor a junior by Q3,” and “complete leadership training by Q4.”
Finally, schedule recurring 1:1s or quarterly reviews to revisit the IDP. These check-ins create space to reflect, course-correct, and celebrate wins. They’re also a great opportunity to align the development plan with changing business goals—especially relevant in fast-paced or high-growth environments.
While IDPs can be powerful, they lose their value when implemented poorly. Here are common traps to watch out for—and how to avoid them:
Copy-pasting the same development plan across roles or teams defeats the purpose. Each IDP should reflect the individual’s role, market exposure, growth interests, and cultural context. In SEA, where professional norms and learning styles differ between countries, personalization is key.
Goals like “Improve leadership skills” are too vague to track. Without timelines or KPIs, it’s hard to evaluate progress. Instead, use concrete indicators—like “Present in Q4 all-hands” or “Get promoted to regional lead within 6 months.”
An IDP without regular follow-up quickly becomes a forgotten document. Make sure there’s a cadence for check-ins and someone responsible for support—whether it’s a manager, mentor, or learning lead.
If development goals don’t support the company’s direction, they’ll feel disconnected and deprioritized. Always ask: How does this goal contribute to our team’s strategy? For example, if you’re expanding in Malaysia, growing bilingual sales talent might be a critical development area.
An Individual Development Plan isn’t just an HR tool, it’s a strategic asset. Especially in fast-growing, distributed teams across Southeast Asia, IDPs help you scale sustainably by nurturing the talent you already have.
When employees are clear on where they’re going, and you’re clear on how they fit into your business roadmap, everyone wins. That’s why forward-thinking companies are embedding IDPs not only in their HR practices, but also in their onboarding, team building, and leadership development initiatives.
This article is brought to you by Glints TalentHub. Leading companies are actively building their borderless teams in Southeast Asia, Taiwan, and beyond. However, the prospect of going borderless can be daunting due to complex regulations and cultural ambiguities. With Glints TalentHub, you’ll have a dedicated team of in-market legal, HR, and talent experts by your side at every step of the way.
Glints TalentHub offers an end-to-end, tech-enabled talent solution that encompasses talent acquisition, EOR, and talent development. We empower businesses to leverage the strengths of regional talent efficiently to build high-performing, cost-efficient teams.
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