IDP Vinay

Individual Development Plan (IDP)
A development conversation is an opportunity for the manager and the team member to have a meaningful conversation about
the members’ development. These conversations are a chance to discuss your aspirations, celebrate strengths and identify
development areas and agree on an individual development plan (IDP). The core idea of having an IDP is to identify and build on
an individual’s strengths and understand their developmental areas to support their development and achieve high performance
in the current role or future positions.
The IDP is to be defined and owned by the employee with self goals and its action items are collaboratively decided upon by the
individual and their manager.
Remember, you and your manager are going to track it collectively and use it for future developmental conversations that’ll drive
you closer to your aspirations. It’s important that you meet with your manager every month for these development centric
discussions.
What makes a good IDP?

● This IDP should help you list out your skills to develop in a structured manner that’ll enable you to learn from your
experience, exposure and education.
● Your developmental goals should be aligned with your aspirations and organizational / business needs.
● The focus should not be on more than 1-3 development goals at a time.
● Each development goal should be actioned using a 70:20:10 model. (Experiential, Social and Formal Learning) Consider
multiple learning and development opportunities to achieve your goals.
● The IDP document should be co-created by the employee working closely with their manager.
● It should be reviewed at a minimum of every quarter and definitely at the mid year review and year end review.
How to use this template?

● Make a copy
● Make it yours and own the agreed steps with your manager
IDP Template (make a copy)
NAME:
Vinay Kumar Gunda
ROLE: Manager TAM
FUNCTION: BEST
REPORTING MANAGER: Himanshu Garg
PROFESSIONAL GOALS:
Based on Company goals and Business needs, TAM’s charter has drastically changed as the C-level leadership has realized value in this function
which directly corelates to our cream merchant base and their experience with Razorpay. C level leadership has decided to invest in this function
and simply double the HC in next 3 months.
1. Focus and invest on the TAM team w.r.t People, Process, Product and OKRs.
- Develop a training a plan for the new TAM members joining the team.
- Work on authentic numbers w.r.t Resolution TAT.
- Work on identifying a tool/process for a unified experience for TAM team to manage their day-to-day ops seamlessly + helping in
increasing positive merchant experience.
- Reduce L3/L4 escalations less than 5 Month on Month basis
- Develop a standard practice within team to start inculcating and tracking ALL data w.r.t verticals wise, account wise, tam wise, KAM
wise etc.
- Roll out NPS/CSAT for Tam team for their outcomes measurement.
2. Cross Functional collaboration with your peers.
- Recurring Biweekly Candace with your peers from product/Engineering/Sales/KAM/PSE teams.
- Ensure RACI is being adhered for a smooth functioning and warmer collaboration with these cross functions.
MY AREAS OF STRENGTHS (1-3):
None
MY AREAS OF Development (1-3):
1. Retain top talent in the team and control attrition as a manager

2. Develop people management skills
3. Ownership of tasks delegated and assigned and ensure timely completion and adhering deadlines.
4. Groom the TAM team and build backups
5. To be more visible when the team needs the most (on slack, emails etc.) and support them.
6. Improve documentation finesse and cultivate this process within the TAM team as well.
7. Better the eNPS survey in the coming iteration
Experience Learning Social Learning Formal Learning

(skills that can be learnt on the job (skills that can be acquired through (skills learnt through
experience, stretch roles, cross functional working and collaborating with peers, workshops, courses, training How will your practice
Development Timeline projects) or learning from mentors, coaches) etc.) change as a result of the
area and skill & Target (70%) (20%) (10%) development activity?
Action Action Action Outcome
Gain knowledge from peers and

different sessions held by the L & D This would help me deal with
team. Actively participate product Learning from any product related issues
knowledge shared by cross Do case study with peers to documentation and KT and counter problematic
functional team understand the product sessions situation
Need to improve on
ownership of tasks /
activities assigned and
3-6 ensure its completion on
Ownership months defined deadlines.
Ensure team is motivated,

trained, nurtured and a
positive atmosphere is
People Comfort 6-9 created in TAM TEAM.
9-12
months
SUPPORT NEEDED FROM MY MANAGER
NEXT REVIEW DATE: April 2023

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Individual Development Plan (IDP)

What makes a good IDP?

How to use this template?

ROLE: Manager TAM

MY AREAS OF STRENGTHS (1-3):

MY AREAS OF Development (1-3):

1. Retain top talent in the team and control attrition as a manager

Experience Learning Social Learning Formal Learning

Gain knowledge from peers and

Ensure team is motivated,

SUPPORT NEEDED FROM MY MANAGER

NEXT REVIEW DATE: April 2023

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