Home Growth Path
🪜

Growth Path

By Madhurima M
• 13 articles

Individual Development Plan (IDP) – Help Guide

1. Understanding the IDP Structure An Individual Development Plan follows a clear hierarchy. Each plan is built in the following order: 1. Plan Type – Select the plan category. 2. Plan Details – Provide contextual information about the plan. 3. Development Areas – Define the areas where growth or improvement is needed. 4. Action Items – Add specific items under each development area that the user needs to work on. 5. Action Item Type – Each action item is assigned a type that determines how its progress is calculated. This hierarchy ensures consistency and allows accurate tracking of development progress. Rules for Editing the Plan Type A plan type can be edited only under specific conditions. It remains editable only if all of the following are true: 1. The plan is still in draft. Once the plan is shared, the plan type becomes locked permanently. 2. No development areas currently exist 3. If development areas were previously added, they must be deleted first In summary: The plan type can be changed only in draft, and only when the plan contains zero development areas. Rules for Minimum Required Structure To ensure a valid IDP: 1. Every IDP must have at least one development area. A plan cannot exist without a development area. 2. Every development area must have at least one active action item. - An action item can have any status except Discard. - If a development area’s only remaining action item is discarded, that development area becomes invalid. In summary: A development area must contain at least one action item that is not discarded. 2. Action Item Types Users can create several types of action items within a development area: - Task - Course - Certification - Project Work - Mentorship - Time-bound Program - Training Important: - All action item types except Task require a target value (e.g., number of modules, hours, steps, etc.). - Tasks are binary: - 1 (Done) = 100% progress - 0 (Not Done) = 0% progress - Any value ≥1 is treated as fully completed. - Tasks do not use unit-based targets. 3. Action Item Statuses Each action item can be labeled with one of the following statuses: - Not Started - On Track - Behind - At Risk - Achieved - Discard Status behavior: - All statuses are set manually by users—none update automatically. - When an item is marked Discarded, it becomes permanently disabled and cannot be restored. 4. Development Area Progress Pie Chart This visual summarizes the state of all development areas within a plan: - Not Started – 0% progress - In Progress – greater than 0% but less than 100% - Completed – 100% progress The pie chart counts the total number of development areas in each category. 5. How Development Area Progress Is Calculated Development Area progress is determined by normalizing each action item into a percentage and then averaging them. Step 1: Normalize Each Action Item Action Item Types & Calculations 1. Task - Progress is either 0% (not done) or 100% (done) 2. Unit-based items (course, certification, mentorship, etc.) - Progress = (Current Progress ÷ Target Units) × 100 - Capped at 100% Step 2: Average the Normalized Values Development Area Progress (%) = Sum of normalized progress for all action items ÷ Number of action items Note: Each action item contributes equally, regardless of type. Example You have 4 action items: 1. Task → Done → 100% 2. Task → Not Done → 0% 3. Course → 2 of 5 modules → 40% 4. Certification → 3 of 3 steps → 100% Overall Progress = (100 + 0 + 40 + 100) ÷ 4 = 60% 6. Action Item Status Breakdown This chart displays status distribution across all action items in the entire plan. Segments Include: - Not Started - On Track - Behind - At Risk - Achieved - Discard Behavior: - Shows percentage distribution for each status. - Hovering reveals counts (e.g., “1 Action Items - Achieved”). - A legend displays status colors. Formula: Percentage = (Number of action items in a status ÷ Total action items) × 100 Example (20 action items): - Not Started → 10 items → 50% - On Track → 2 items → 10% - Behind → 2 items → 10% - At Risk → 3 items → 15% - Completed → 3 items → 15% 7. Why You May Not Be Able to View or Create an IDP In the Teams Plan section, managers can view or assign IDPs to their direct reports. Users may occasionally see messages such as: - “IDP can’t be viewed as {{employee}} may currently be creating their plan.” - Or similarly, a direct report may see a message indicating that they cannot create or view the IDP. Why this happens: - An IDP exists in a draft state until it is Saved & Shared with the next party. - Only one draft can exist at a time. - If either the manager or the direct report is currently editing the draft, the other person is locked out and will see this message. - The plan becomes viewable only after the active editor completes the draft and shares it. Key rule: Only one person can edit an IDP at a time. Until it is saved and shared, the plan remains locked to the editor.

Last updated on Mar 24, 2026

Create and Manage Individual Development Plans (IDP) Without Linking to a Review Cycles

Click here to watch the video! 1. Navigate to Growth Path On the left side of the screen, you will see the list of modules available in Peoplebox. Click on the Growth Path module to start creating your Individual Development Plan Navigate to Growth Path 2. Start Creating Development Plan After clicking on the Growth Path module, the IDP screen will open. Click on the Create Development Plan button highlighted in blue color to start creating it Start Creating Development Plan 3. Choose Any One Plan Type After clicking on the Create Development Plan button, the Choose the Plan Type screen will open. You will see different Plan Types, each with its own purpose. Choose any of the plan types that you want to create by clicking on the plan type you wish to select We will choose the Personal Development Plan type for now. This plan type focuses on improving soft skills, leadership abilities, or personal growth areas Choose Any One Plan Type 4. Proceed To Next Step After selecting the plan scroll down to go to next step, you will see two options: Discard Plan and Next. Click Discard Plan if you want to cancel your plan For now, we will click the Next button to proceed to the next step Proceed To Next Step 5. Select Start and End Dates for your IDP Plan In this step, you need to add details to your IDP plan: Select the Start Date and End Date for your IDP plan Select Start and End Dates for your IDP Plan 6. Create Training Plan After selecting the Start Date and End Date, scroll down to proceed to the next steps. You will see two options: Discard Plan and Create Plan Click Create Plan to finalize and create your IDP Create Training Plan 7. View Plan Details After clicking Create Plan, a success message will appear at the top-right corner of the screen stating: Plan created successfully. Once the plan is created, you will see your plan details, such as: Plan Type, Plan Timeline (Start and End Dates) View Plan Details 8. Adding Objectives If you want to include any objectives in your plan, you can add them under the Personal Development Plan field by clicking on the edit icon next to the text box under Personal Development Plan text Adding Objectives 9. Create Development Areas After creating your IDP plan, the next step is to create Development Areas. Click on the Create Development Areas button to start defining the areas for your plan. You can also create Nova AI Suggested Development Areas, but in the image shown, the option is not enabled. This feature is controlled by the admin. If the Nova AI Suggested Development Areas option is enabled by the admin, you will see an additional “Nova AI Suggested Development Area” button For more information, please refer to this link: Nova AI Suggested Development Area | Peoplebox Help Center! Create Development Areas 10. Select Development Area Type After clicking the Create Development Areas button, the Create Development Areas window will open. You must first select the type of Development Area you want to create. Each option serves a different purpose and should be selected carefully based on your development need. There are three types of Development Areas: Goal-Linked Development Area: In this type, you can create a Development Area for your goals. All goals owned by you present in the My Goals section under the Goals module will be available for selection. Use this when, A specific goal is below target or Manager feedback indicates improvement is required for a Goal Competency-Linked Development Area: In this type, you can create a Development Area by selecting a competency that is already present in the system. Use this when, A competency needs improvement or Manager feedback highlights skill or behavior gaps Freeform Development Area: The Freeform development area includes only the action items that you create while creating development area Select Development Area Type 11. Linking Goal to a Development Area Now, choose the Development Area Type as Goal-Linked. Under the Select Goal field, enter the name of the goal you want to add to your development area Note: Only one goal can be included while creating a development area. If you want to add another goal, you must create a separate development area for it Linking Goal to a Development Area 12. Naming Your Development Area The next step is to assign a name to your development area Naming Your Development Area 13. Linking Competency to a Development Area If you choose the development area type as Competency Linked, a list of competencies assigned to you in the tool will appear under the Select Competency field. Select one competency from the list to associate it with your development area. You can add only one competency per development area. To include additional competencies, you will need to create a separate development area for each competency Linking Competency to a Development Area 14. Creating a Freeform Development Area If you do not want to link a competency or goal to your development area, you can select Freeform as the development area type. In Freeform, you can create your own action items and add them to the development area. After selecting Freeform, enter the name you want for your development area Creating a Freeform Development Area 15. Creating Action Items for a Development Area Once the development area is selected, the next step is to create action items for it. Under the Action Items field, you will see Action Item 1 field. Enter the name of the action item you want to include. Action items typically refer to tasks that needs to be completed. You can add multiple action items to a single development area Creating Action Items for a Development Area 16. Select the Action Item Type After entering the action item name, you need to select the type of action item. There are multiple action item types available. Next to the Action Item Name field, you will find the Action Item Type field. Choose the appropriate type from the list to categorize your action item Select the Action Item Type 17. Adding Additional Details to an Action Item Click “Add More Details” to provide further information about the action item Adding Additional Details to an Action Item 18. Provide Optional Details and Date Range for an Action Item After clicking Add More Details, an Add Description section will appear where you can provide additional information for your action item. You may choose to add this information or leave it blank, as it is optional. You can also modify the date range for the action item if needed Provide Optional Details and Date Range for an Action Item 19. Add Additional Action Items To include additional action items, click “Add Action Items”. This allows you to create and add multiple action items under the same development area Add Additional Action Items 20. Adding Course as an Action Item Type In this example, we have added another action item and selected the Action Item Type as Course. If you choose action item types such as Course, Certification, Training, Time-Bound Program, or Project, the system will prompt you to select a Progress Type. The progress type defines how you want the course, certification, training, or project to be measured Adding Course as an Action Item Type 21. Choosing a Progress Type There are multiple Progress Types available. You can select the one that best fits your requirement, depending on the Action Item Type you have chosen Choosing a Progress Type 22. Entering Progress Tracking Data After selecting Progress Type as Days, the next step is to add progress tracking data. Enter the number of days required to complete the action item you have created Entering Progress Tracking Data 23. Save Development Area After creating all the action items, click “Save” to store the development area along with its associated action items Save Development Area 24. View Different Development Areas After clicking Save, a success message will appear at the top-right corner of the screen, indicating that the development area has been created successfully On this screen, you can now view the development area you have created, along with any linked goals or competency and the action items you have added, including their targets. To view the action items for a specific development area, click the dropdown icon located near to the development area name View Different Development Areas 25. Sharing the IDP to Enable Progress Updates Please note that you will not be able to update the progress of your action items until the IDP is shared with your manager. Once the IDP is shared with the manager, you will be able to update the progress for each action item Sharing the IDP to Enable Progress Updates 26. Sharing the IDP with Your Manager Once all the development areas are created, you must share the IDP with your manager in order to update progress. Click “Save & Share IDP with Your Manager” to proceed Sharing the IDP with Your Manager 27. Updating Progress After Sharing the IDP Once you share the IDP with your manager, a success message will appear at the top-right corner indicating that the plan has been saved successfully and is now active. You can now update the progress of your development areas Select any development area and choose the action item for which you want to record a check-in. Under the Progress column, next to the action item name, enter the progress value. Since the progress type in this example is set to Days, the progress field will display days, and you can update it accordingly Updating Progress After Sharing the IDP 28. Updating the Progress Status After updating the progress value, the next step is to update the status of your progress. Under the Status column, you will see a list of available status options. Select the appropriate status based on your progress toward the development area Updating the Progress Status 29. Requesting Feedback After Achieving a Development Area If the development area is Achieved based on the target, a dialog box will appear asking whether you would like to request feedback from your manager. You can choose the options based on your choice, either Request Feedback or Maybe Later Requesting Feedback After Achieving a Development Area 30. View Activity History for an Action Item To view the activities related to a specific action item, click the comment box icon located next to the action item name. This will allow you to check all activities associated with your development plan View Activity History for an Action Item

Last updated on Mar 24, 2026

Creating Individual Development Plans (IDP) and Linking It to a Review Cycle

Click here to watch the video! 1. Navigate to Growth Path On the left side of the screen, you will see the list of modules available in Peoplebox. Click on the Growth Path module to start creating your Individual Development Plan (IDP) Navigate to Growth Path 2. Start Creating Development Plan After clicking on the Growth Path module, the Individual Development Plan (IDP) screen will open. Click on the Create Development Plan button highlighted in blue color to start creating it Start Creating Development Plan 3. Choose Any One Plan Type After clicking on the Create Development Plan button, the Choose the Plan Type screen will open. You will see different Plan Types, each with its own purpose. Choose any of the plan types that you want to create by clicking on the plan type you wish to select We will choose the Personal Development Plan type for now. This plan type focuses on improving soft skills, leadership abilities, or personal growth areas Choose Any One Plan Type 4. Proceed To Next Step After selecting the plan scroll down to go to next step, you will see two options: Discard Plan and Next. Click Discard Plan if you want to cancel your plan. For now, we will click the Next button to proceed to the next step Proceed To Next Step 5. Adding Details and Linking Your IDP to a Review Cycle In this step, you add details to your IDP plan. First, select the Start Date and End Date for your plan. After selecting the dates, connect your IDP to a review cycle using the “Connect Plan with Review Cycle” field. A list of available review cycles will be displayed Important: For the review cycle details to appear, the Release Review phase must have been launched for the employee. If this phase has not been launched, the review cycle details will not be shown Currently, the UI allows only a single selectable review cycle. If you want to link multiple review cycles to your IDP, our support team can enable this from the backend The selection behavior can be configured from backend as: - Optional or Mandatory - Single or Multi-selectable - Or completely disabled Different settings can also be applied for each plan type Adding Details and Linking Your IDP to a Review Cycle 6. Linking a Review Cycle to Your IDP Plan In this example, the Engineering Team Survey review cycle has been selected to be linked to the IDP plan Linking a Review Cycle to Your IDP Plan 7. Click Create Plan After adding details to your plan, scroll down to proceed to the next steps. You will see two options: Discard Plan and Create Plan. Click Create Plan to finalize and create your IDP Click Create Plan 8. View Plan Details After clicking Create Plan, a success message will appear at the top-right corner of the screen stating: Plan created successfully Once the plan is created, you will see your plan details, such as: - Plan Type - Plan Timeline (Start and End Dates) - Review Cycle that you have selected This allows you to easily view all the important details of your Individual Development Plan View Plan Details 9. Create Development Areas After creating your IDP plan, the next step is to create Development Areas. Click on the Create Development Areas button to start defining the areas for your plan Create Development Areas 10. Adding Nova AI Suggested Development Areas to Your IDP You can also include Nova AI Suggested Development Areas in your IDP plan. This feature is controlled by the admin. If enabled by the admin, an additional “Nova AI Suggested Development Area” button will appear Clicking this button will display AI-recommended development areas, which you can then add directly as development area Adding Nova AI Suggested Development Areas to Your IDP 11. Select the Type of Development Area After clicking the Create Development Area button, the Create Development Areas window will open. The first step is to select the type of Development Area you want to create. Each type serves a different purpose and should be chosen based on your development needs There are three types of Development Areas: - Goal-Linked Development Area: Use this to create a Development Area based on your goals present in the system or in the review cycle. Recommended when a goal is below target or improvement is needed - Competency-Linked Development Area: Use this to create a Development Area based on a competency present in the system or in the review cycle. Ideal when a competency requires improvement or is below the target - Freeform Development Area: Use this to create action items manually without linking to a goal or competency. Best for custom development activities that do not directly tie to existing goals or competencies Select the Type of Development Area 12. Select Review Cycle Now we will select Goal-Linked Development Area as the development area type, the next step is to select a review cycle There are two options: 1.Not Linked to Any Review Cycle Choosing this option means the goal is not associated with any review cycle. You can add any goals where you are the owner from the Goals module to your Development Area 2.Engineering Team Survey (review cycle) Only goals included in the selected review cycle will be available to add to your Development Area. Goals outside the selected review cycle cannot be added. In this step, we will select the Engineering Team Survey review cycle, as we are creating goal-linked development areas linked to the review cycle Select Review Cycle 13. Selecting a Goal for Your Goal-Linked Development Area with Review Cycle After choosing Goal-Linked Development Area and selecting the Engineering Team Survey review cycle, the next step is to select the goal you want to include in your Development Area A list of goals linked to the selected review cycle will be displayed, along with goal details, self-review ratings, and manager ratings. You can select only one goal at a time for a Development Area. To include additional goals, you will need to create separate Development Areas for each one Selecting a Goal for Your Goal-Linked Development Area 14. Naming Your Development Area The next step is to assign a name to your development area under Add Development Area. After assigning the name to your development area. The next step is to create action items, which we will cover in later steps For now, we will explain how Competency-Linked Development Areas and Freeform Development Areas works, and then we will learn how to create action items Naming Your Development Area 15. Competency-Linked Development Area With Review Cycle In this example, we have selected Competency-Linked Development Area as Development Area Type and the Engineering Team Survey as review cycle When a specific review cycle is selected, all competencies linked to that review cycle will be displayed under the Select Competency field Details such as self-ratings and manager ratings for each competency will also be shown Competency-Linked Development Area With Review Cycle 16. Competency-Linked Development Area With Review Cycle We have selected Coding Skills as the competency to be added to the Development Area. Just like goals linked development area type, you can select only one competency at a time for a Development Area. To include additional competencies, you will need to create separate Development Areas for each one Competency-Linked Development Area With Review Cycle 17. Competency-Linked Development Area Without a Review Cycle In this example, we have selected Competency-Linked Development Area and chosen the Not Linked to Any Review Cycle option. This means all competencies added for the employee in the tool will be displayed Competency-Linked Development Area Without a Review Cycle Please refer to the attached link for the next steps: Creating Development Areas and Action Items | Peoplebox Help Center!

Last updated on Mar 25, 2026

Creating Development Areas and Action Items

Click here to watch the video! 1. Name Your Development Area Based on Type After selecting a development area type and other details, the next step is to provide a name for the development area In this example, we have named it “Enhancing Customer Experience & Satisfaction” because the development area is about goal linked with a review cycle Name Your Development Area Based on Type 2. Creating Action Items for Your Development Area After naming the development area, the next step is to create action items. Under the Action Items field, you will see Action Item 1. Enter the name of the task you want to include under the Action Item 1 field Action items are specific tasks that need to be completed, and you can add multiple action items to a single development area Example: In this case, “Advanced Customer Communication Training” has been added as Action Item 1 Creating Action Items for Your Development Area 3. Select Action Item Type After entering the name of the action item, the next step is to select the type of action item. The available options are: Task, Course, Certification, Project Work, Mentorship, Time-bound Program, or Training. Please select the one that best fits your action item Select Action Item Type 4. Add Description to an Action Item When creating an action item, you have the option to add a description under Add Description field. This is not mandatory, but providing a description can help clarify the purpose or details of the action item for yourself Add Description to an Action Item 5. Set Start and End Dates for an Action Item The next step is to define the timeline for your action item by setting a start date and an end date. Specify when you want the action item to begin and when it should be completed. This helps track progress and ensures that the action item stays on schedule. Select these dates in the “Progress Timeline” field for your action item Set Start and End Dates for an Action Item 6. Choose How to Track Action Item Progress The next step is to decide how you want to track or measure the progress of your action item. You can choose the progress type based on modules, hours, days, weeks, or months. Select the option that best fits your action item under the “Progress Type” field Choose How to Track Action Item Progress 7. Add Progress Tracking Data After selecting the progress type for example, “Days” the next step is to add the progress tracking data. Enter the number of days it will take to complete the course you have chosen For instance, if the course requires 15 days to complete, enter “15” to ensure your progress is tracked accurately Add Progress Tracking Data 8. Overview of Your Created Action Item We have now created the action item with all the required details Overview of Your Created Action Item 9. Create Additional Action Items To create additional action items, click the “Add Action Item” button Create Additional Action Items 10. Overview of Created Action Items We have now created two action items. One action item is of type Course, and the other is of type Task Overview of Created Action Items 11. Save the Created Action Items Once you have finished creating and configuring the action items, click “Save” to store the action items you have created Save the Created Action Items 12. Confirmation Message After Saving After clicking “Save,” you will see a confirmation message stating “Development area created successfully.” This message indicates that the development area and its associated action items have been saved successfully Confirmation Message After Saving 13. View the Created Development Area and Action Item Details You will be able to see the name of the development area that you created, along with the goal you selected and its related details Below the development area, you can also view the action items you created, along with their progress, targets, and current status. This provides a clear overview of all the activities and their progress within the development area View the Created Development Area and Action Item Details 14. Add New Development Area If you want to add more development area, click the “Add Development Areas” button Add New Development Area 15. Creating a Competency-Linked Development Area In this example, we have already selected the review cycle as Engineering Team Survey and chosen Coding Skills as the competency linked to the review cycle. Under the Select Competency field, the self-review rating and manager rating for the selected competency are displayed Next, we have added the Development Area Name as “Enhancing Coding Proficiency and Technical Problem Solving" Creating a Competency-Linked Development Area 16. Adding an Action Item to the Development Area After providing the Development Area Name, the next step is to add an Action Item. The process is the same as the one followed earlier while creating Goal-linked action items In this example, we have created an action item with the type set as Mentorship. We have also added a description for the action item, defined the timeline, and selected the progress type as Hours. In this case, 20 hours have been specified as the required time to complete the mentorship action item Adding an Action Item to the Development Area 17. Click Add Action Items In this example, we have created two action items for the competency-linked development area. If you would like to add more action items, click the “Add Action Item” button Click Add Action Items 18. Save the Action Items After adding the action items, click the “Save” button to save the action items that you have created Save the Action Items 19. View the Competency-Linked Development Area and Action Items After clicking “Save,” you will be able to see the competency-linked development area along with the two action items that you have created The section will also display the details of each action item, including their progress, targets, and status View the Competency-Linked Development Area and Action Items 20. Creating a Freeform Development Area In the previous examples, we created Competency-Linked and Goal-Linked development areas Now, we will learn how to create a Freeform Development Area. A freeform development area is not linked to any review cycle. You can create it independently to focus on specific skills, learning, or areas for improvement The process for creating action items in a freeform development area is the same as for goal-linked or competency-linked development areas. You can refer to the above examples to see how to create action items, as the steps remain the same Creating a Freeform Development Area 21. Overview of All Development Areas You will now see three development areas: - KPI-Linked Development Area – linked to a review cycle - Competency-Linked Development Area – linked to a review cycle - Freeform Development Area – created independently, not linked to any review cycle Overview of All Development Areas 22. View Details of a Development Area If you want to see more details of a development area, such as the action items created under it, click the drop-down icon present on the left side of each development area name This will expand the section and display all related action items along with their progress, targets, and status View Details of a Development Area 23. Managing a Development Area To add an action item to an existing development area, delete, or edit a development area, click the three dots next to the development area you want to modify Managing a Development Area 24. Options Available After Clicking the Three Dots After clicking the three dots next to a development area, you will see three options: - Action Items: Allows you to add an action item to this particular development area - Edit: Lets you modify the development area details - Delete: Allows you to remove the development area that you have created Options Available After Clicking the Three Dots 25. Updating Progress and Status of a Development Area You will be able to update the progress and status of your development area once your IDP plan is shared with your manager Updating Progress and Status of a Development Area Please refer to the attached link for the next steps: Manage Objectives and Progress in Your IDP | Peoplebox Help Center!

Last updated on Mar 25, 2026

Manage Objectives and Progress in Your IDP

Click here to watch the video! 1. Adding Objectives to an IDP Plan To add an objective to your IDP plan, click on the Edit option available under your plan. From there, objectives can be added to the plan Adding Objectives to an IDP Plan 2. View IDP Plan Details You can also view the details of your IDP plan, such as the plan type, timeline, and the review cycle that you have selected, are displayed here View IDP Plan Details 3. Save and Share the IDP Plan Once all the details are verified as correct, the next step is to save and share the IDP plan with your manager. Only after the IDP plan is shared with your manager you can update the progress of your action items in the development areas Save and Share the IDP Plan 4. Update Progress of Development Area Action Items After the IDP plan is shared with your manager, the next step is to update the progress of your development area action items. Choose any action item you want to update. Next to the chosen action item, in the Progress column, enter the number of days completed as your progress out of the 15-day target In the example shown in the image, 5 days have been entered Update Progress of Development Area Action Items 5. Update the Status of an Action Items After updating the progress, you need to update the status of your action item. Click on the dropdown icon present under the Status column to select and update the current status of your action item Update the Status of an Action Items 6. Update the Status of an Action Item After clicking the dropdown icon in the Status column, select the appropriate status for your action item. Available statuses include Not Started, On Track, Behind, At Risk, Achieved, and Discard. Choose the one that best reflects the current progress of your action item in the development area Update the Status of an Action Item 7. Adding an Update to an Action Item To provide an update on your action item’s progress in the development area, click Add Update on Progress option under Share Update column. This allows you to share new information about the current status of the action item Adding an Update to an Action Item 8. View Your Updates Once you have added your updates, they will appear in the Share Update Column, as shown in the example image View Your Updates 9. Edit an Update You can edit your update by clicking the Edit option available next to your existing update Edit an Update 10. Add a New Update You can add a new update to an existing action item by clicking the New Update option available Add an New Update 11. View Activity Details of an Action Item If you want to see all activities related to a particular action item such as progress check-ins, comments, who updated the progress, and what updates or comments were made they are all displayed in one section To view these details, click the Comment icon next to the action item under the Action Items column View Activity Details of an Action Item 12. View the Action Item Details After clicking the Comment icon, the details of the action item will open on the right side. By default, the All-Activities screen will be displayed, showing all updates, progress, and comments related to the action item View the Action Item Details 13. Click All Activities If you want to see only the progress check-ins, or comments, click the All-Activities dropdown option Click All Activities 14. Click on the Check-ins and Comments option After opening the All-Activities dropdown, click on the Check-ins and Comments option to view only those specific activities Click on the Check-ins and Comments option 15. View Check-ins and Comments After selecting Check-ins or Comments, only the activities related to the chosen option will be displayed in the section View Check-ins and Comments 16. Request Feedback After Completion If an action item’s target is Achieved or its status is updated to Achieved, you will see a prompt notifying you that you have completed the development action item. The prompt will also ask if you want to request feedback from your manager on how you performed To request feedback, click Request Feedback. If you do not want to request feedback, you can choose Maybe Later option Request Feedback After Completion 17. View Each Development Area Overall Progress You can also view the overall progress of your development area on the right side of the action item. It is displayed as a progress bar View Each Development Area Overall Progress 18. View Progress in Doughnut Chart You can view the overall progress of your development area and action items in a doughnut chart. Each section of the chart represents a different status and shows the percentage distribution across categories View Progress in Doughnut Chart 19. Understanding the Doughnut Chart You can hover over each section of the doughnut chart to see what each color it represents. It will show how many action items are At Risk, Achieved, or On Track You can use the same view to check the status for your development area or check-in status Understanding the Doughnut Chart

Last updated on Mar 24, 2026

Understanding Action Item Types and Progress Tracking In IDPs

These are the available action item types that you can select while creating action items in a development area. Each action item type represents a different format of learning or progress tracking, allowing you to define how the development activity will be completed and measured Choosing the appropriate action item type helps in clearly structuring development plans, tracking progress effectively, and aligning activities with specific learning or performance goals Note: In some cases, based on the selected action item type, you will need to choose a progress type to track the action item. Available progress types include modules, hours, days, weeks, and months. Based on the selected progress type, you can define a target (e.g., 10 modules, 40 hours, 45 days, etc.) and update progress through regular check-ins. In the examples below, we have used one of the available progress types for each action item to illustrate how progress tracking works in a practical scenario. Reaching the defined target does not automatically mark the action item as completed. Once the target is achieved, you can manually update the status based on your preference (e.g., Completed, Achieved, or any other relevant status). Task A basic action item type representing a single unit of work that is either completed or not completed. Tasks do not require a target value and are tracked using a binary status (1/0). Example: Submit a weekly performance report by compiling all required data. Once completed, check in the task and update the status. Course A structured learning program (online or offline) designed to build specific skills over a period of time. Example: Complete an Excel course on Coursera by finishing all modules. Track progress based on modules completed (e.g., 5/10 modules). Certification An official credential earned after successfully passing an exam or assessment. Progress can be tracked based on preparation efforts such as hours spent studying or completing practice tests. Example: Prepare for AWS Certification by completing study materials and mock tests. Track progress based on hours spent (e.g., 20/40 hours). Project Work Working on a specific project to gain practical, hands-on experience and apply learned skills in a real-world scenario. Example: Build a data dashboard using real business data. Track progress based on weeks (e.g., 2/6 weeks completed). Mentorship Learning through guidance, feedback, and regular interactions with a mentor. Example: Attend regular mentoring sessions with your manager. Track progress based on duration (e.g., 1/3 months completed). Time-bound Program A structured program with a predefined duration aimed at achieving specific development goals within a set timeframe. Example: Complete an 8-week leadership program. Track progress based on weeks completed (e.g., 4/8 weeks). Training Formal training sessions, either internal or external, such as workshops, seminars, or instructor-led sessions. Example: Attend a communication skills training program. Track progress based on days (e.g., 2/5 days completed)

Last updated on Mar 25, 2026

Introduction to Growth Path in Peoplebox

Click here to watch the video! In Peoplebox, the Growth Path is a structured framework designed to define and visualize how employees can progress in their careers within the organization. It can be viewed as a structured and measurable career journey within the organization. A Growth Path serves as a career roadmap that outlines: - The employee’s current role - Potential future roles they can grow into - The skills, competencies, and expectations required for career advancement 1. Growth Path: Key Components and Benefits In Peoplebox, the Growth Path framework is built using the following components: - Teams (Departments) – Organizational departments or functional groups - Tracks (Career Paths) – Defined career progression paths - Positions (Job Roles) – Specific roles within a track - Competencies – Skills and capabilities mapped with proficiency levels and weightage This framework helps organizations with: - Providing clarity on career progression - Aligning performance evaluations with growth expectations - Identifying employee skill gaps - Mapping promotion readiness and development opportunities 2. Understanding the 4 Key Components of Growth Path In Peoplebox, the Growth Path framework is built using 4 key components: 1. Team 2. Track 3. Position 4. Competency These components work together to create a clear and structured employee career progression framework. Q. What is a Team? Ans: A Team represents a functional department within the organization. It defines which department an employee belongs to. Examples of Teams: - Engineering - Sales - Customer Success - Marketing - Human Resources Q. What is a Track? Ans: A Track defines the career path or growth direction within a team. It explains how an employee grows in their career not the exact job title. A track helps organizations define different career journeys for employees based on their responsibilities and growth path. Example: Engineering Team Tracks: The Engineering team may have multiple career tracks such as: 1. Individual Contributor (IC) Track: This track is for employees who grow through individual contribution. Examples of Positions: - Software Engineer - Senior Software Engineer - Staff Engineer - Principal Engineer 2. Manager Track: This track is for employees who grow by managing teams and leading people. Examples of Positions: - Engineering Manager - Senior Engineering Manager - Director of Engineering - VP Engineering Q. Why Tracks are Important? Ans: Tracks help employees understand: - Their career direction - Future growth opportunities - Different ways to progress within the organization Q. What is a Position? Ans: A Position is the employee’s official role or designation in the organization. Examples of Positions: - Associate Customer Support - Senior Customer Support Specialist - Customer Success Manager - Software Engineer - Sales Manager Each Position has an associated Position Label. Q. What is a Position Label? Ans: A Position Label is a short code or alias used to identify a position easily. Examples: - Associate Account Executive AE1 - Account Executive AE2 Each Position has an associated Position Level. Q. What is Position Level? Ans: A Position Level defines the seniority or hierarchy of a role. Examples: - Associate Account Executive 1 - Account Executive 2 Q. What is a Competency? Ans: A Competency is a skill, behavior, or responsibility required for a position. Competencies help define what is expected from employees in a particular role. Components of a Competency: Each competency usually includes: - Competency Name - Description - Competency Theme - Weightage (importance percentage) Examples of Competencies: • Engineering Competencies 1. Coding Standards 2. System Design 3. Debugging 4. Code Quality • Customer Support Competencies 1. Communication Skills 2. Customer Handling 3. Product Knowledge 4. Ticket Resolution Q. How the Four Components Work Together? Ans: Let’s understand how all 4 components work together. Component Example: - Team Engineering - Track Manager - Position Engineering Manager - Competency Team Management, System Design, Communication Summary: The employee belongs to the Engineering team, follows the Manager track, currently works as an Engineering Manager, and is expected to demonstrate competencies such as leadership, communication, and technical expertise.

Last updated on Aug 28, 2026

Overview of the Competency V2 Upload Sheet

Click here to watch the video! 1. Understanding the Upload Template There are two spreadsheets in the Competency V2 upload template: Positions and Matrix. Understanding the Upload Template 2. Understanding the Positions Sheet The Positions sheet contains the following fields: Team Name, Track, Position, Position Label, and Position Level. - In the Team Name column, enter the department or team to which the position belongs. - In the Track column, enter the relevant career track. You can refer to the sample image shown, which includes example tracks such as Individual Contributor (IC) and Manager. You can also define your own tracks based on your organization’s requirements. - In the Position column, enter the job title or designation of the role. In the Position Label column, enter the alias or short name for the position. This is also customizable as per your organization’s needs. - In the Position Level column, enter the appropriate level associated with the position. You can also refer to the attached image for sample values. These are only examples, and you can customize teams, tracks, positions, labels, and levels based on your organization’s requirements. Understanding the Positions Sheet 3. Understanding the Matrix Sheet The Matrix sheet contains the following fields: Competency Theme, Competency, Competency Description, Position, Position Description, and Weightage. - In the Competency Theme column, enter the broader category under which the competency falls. - In the Competency column, enter the name of the competency. - In the Competency Description column, provide a brief description of the competency. - In the Position column, enter the relevant job position to which the competency is mapped. This should match one of the positions defined in the Positions sheet. Below Position enter a description of the position. - In the Weightage column, define the weightage assigned to each competency for that position. Please note that this field is optional. You can refer to the sample image for example values. These are provided for reference only, and you can customize the competencies, positions, descriptions, and weightages based on your organization's requirements. Understanding the Matrix Sheet 4. Understanding the Matrix Sheet Let us understand what each row in the Matrix sheet represents using a simple example: - In the sample sheet, you will see a Competency Theme such as Functional Skills. Under this theme, there are Competencies like Coding Skills. - Each competency is also supported by a Competency Description, which explains what the competency means in practical terms. - These competencies are then mapped to a specific Position, for example, Software Engineer. This indicates that all the listed competencies are expected for that role. - For each position, there is also a Position Description, which defines the role in detail and explains what is generally expected from someone in that position. - Finally, each competency is assigned a Weightage, which represents its importance for that specific position. For example, for a Software Engineer role, Coding Skills may have a higher weightage compared to other competencies, indicating it is a higher priority skill for that role. Understanding the Matrix Sheet

Last updated on Aug 28, 2026

How to Upload Competencies in the Growth Path Module

Click here to watch the video! 1. Open Profile Settings Click on the Profile icon located on your Peoplebox homepage. Open Profile Settings 2. Access Growth Path Module Under Products, you will see the Growth Path option. Click on the Growth Path option to open the Growth Path screen, where you can upload competencies. Access Growth Path Module 3. Creating Teams in Growth Path The first step in uploading competencies is creating teams. In Teams screen, click Create Team to start creating teams. Creating Teams in Growth Path 4. Enter Team Name A new screen will open where you need to enter the team name. For example we have entered Sales as Team name. Enter Team Name 5. Confirm Team Creation Click Create to finalize and create the new team in Peoplebox. Confirm Team Creation 6. Team Creation Successful After creating the team, a success message will appear at the top-right corner indicating that the team has been created successfully. You will also be able to see the newly created team (for example, Sales) listed under the Teams section. Team Creation Successful 7. Creating Teams in Bulk If your organization has many teams (for example, 20–25 teams), creating each team manually can be time-consuming. Instead, create one team initially in the Growth Path module, as shown in the example screenshot. Once the team is created (for example, Sales), click "View Details" under the team name to open the team details screen. Before proceeding, keep the Tracks and Positions CSV sheet ready. In this sheet, add all the remaining Teams that you want to create, along with their corresponding Track, Position, Position Label, and Position Level details. When you upload the Tracks and Positions sheet inside Sales team, the system will automatically create all the teams listed in the sheet along with their respective tracks and positions. This eliminates the need to create each team manually. Note: The process of uploading the Tracks and Positions sheet and how the teams are automatically created is explained in detail in the upcoming slides. Creating Teams in Bulk 8. Importing Tracks and Positions Using CSV After clicking View Details under the Sales team, the Tracks and Positions page will open. On this page, you need to upload the Tracks and Positions data not only for the Sales team but also for all other teams in a single CSV file. Click Import as CSV to begin uploading the tracks and positions data. Importing Tracks and Positions Using CSV 9. Upload CSV File Click Drop files here or click to upload to select your CSV file for import. Upload CSV File 10. Review Uploaded Data After clicking Import as CSV, select the Positions CSV file from your system. Once the file is selected, its details will be displayed. As you can see in the example image, the CSV contains Tracks and Positions details not only for the Sales team but also for other teams, such as Engineering. In the example shown, the Team Name column contains multiple teams, such as Sales and Engineering. Although only the Sales team was created manually, the Engineering team has not been created yet. When you upload the Tracks and Positions sheet, Peoplebox automatically creates any additional teams listed in the Team Name column. This is how bulk team creation works you only need to create one team manually, and the remaining teams are created automatically during the Tracks and Positions CSV upload. In the following steps, we will show how the Engineering team is automatically created after the upload. Review Uploaded Data 11. Proceeding to the Next Step Click Next to proceed with the upload process. Proceeding to the Next Step 12. Continue Import Process Click Next again to advance to the following import step. Continue Import Process 13. Submit CSV Import Click Submit to finalize the CSV import and upload the tracks and positions data. Submit CSV Import 14. Import Successful and View Team Details Once the import is done, you will see a success message on the screen indicating that the row was completed successfully. When you navigate back to the Sales team details page, it will show the tracks that you have created along with the associated positions under Sales. In this example for the Sales team, the following tracks and positions were created: - Individual Contributor - Manager Along with these tracks, the following positions were added: - Associate Account Executive (AE1) - Account Executive (AE2) - Senior Account Executive (AE3) - Lead Account Executive (AE3) - Sales Manager (SM1) - Senior Sales Manager (SM2) Each position is mapped with its respective label (such as AE1, SM1), which helps define structured career levels within the team. Import Successful and View Team Details 15. Automatic Creation of Teams via CSV Upload Now the Engineering team has been automatically created in the Teams page. This is the recommended approach when creating multiple teams. You do not need to create each team manually. Once the Tracks and Positions CSV is uploaded, all teams listed in the Team Name column, along with their respective track and position details, are automatically created in the Teams section. Automatic Creation of Teams via CSV Upload 16. Adding Competencies to a Team After uploading the teams, tracks, and positions data, the next step is to add competencies to each team. In this example, to add competencies to the Engineering team, click View Details option present under the Engineering team. Adding Competencies to a Team 17. Uploading Competencies via Competency Matrix After clicking View Details, please note that you need to navigate to the Competency Matrix section. In the Competency Matrix section, click on Import as CSV to upload the competency data file. Uploading Competencies via Competency Matrix 18. Uploading the Competency Matrix CSV File In this screen, drag and drop the matrix file or click to upload the matrix CSV file Uploading the Competency Matrix CSV File 19. Understanding Engineering Team Competency Matrix After uploading the Competency matrix CSV file, the uploaded information will be displayed in the Competency Matrix section under the Engineering team. The Competency Matrix helps you understand which competencies are expected for each position and at which level. Under the Engineering team, you may have an Individual Contributor (IC) track. This track can include positions such as: - Software Engineer - Senior Software Engineer Each position will have its corresponding Position Label displayed above the position name. For example: - S E1 – Software Engineer - S E2 – Senior Software Engineer This makes it easy to identify the position and understand its place in the career path. For each position, you will also see the competencies expected for that role. For example, a competency may be structured as follows: - Competency Theme: Functional Skills. - Competency: Coding Skills. - Competency Description: Describes the coding skills expected from the employee. - Position: Software Engineer. - Position Level: 1. - Position Description: Describes what is expected from an employee at that particular position and level. For a Software Engineer (Level 1), the competency description may explain the coding skills expected at an entry level. As the employee progresses to a higher position, such as Senior Software Engineer (Level 2), the same competency can have different expectations that reflect the higher level of the role. Similarly, under the Functional Skills theme, you may have a competency such as Problem Solving, with its own competency and position descriptions for different positions. For example: - Software Engineer – Level 1: Expected to demonstrate problem-solving skills appropriate for an entry-level role. - Senior Software Engineer – Level 2: Expected to demonstrate more advanced problem-solving skills appropriate for a senior role. This means that the same competency can have different expectations depending on the position and level. Understanding Engineering Team Competency Matrix 20. View Tracks, Positions, and Competencies To see how many tracks and positions are available for a specific team, open any team you want to review. The team details will display all the relevant information. For example, in the Engineering team, there are 2 tracks: Individual Contributor and Manager. Under the Individual Contributor track, there is a Software Engineer position with 7 competencies added to it. You can view the same details for the Manager track, including its positions and the competencies mapped to each position. View Tracks, Positions, and Competencies 21. View Competency Details for a Position To view the details of the 7 competencies added to the Software Engineer position, click on the Software Engineer position block. A window will open on the right side of the screen, displaying all the competencies added to that position. View Competency Details for a Position

Last updated on Aug 28, 2026

How to Assign Team and Position to Employee

Click here to watch the video! 1. Accessing Employee Settings Go to Employee Settings under Workspace and open the Employee Directory. Search for the employee you want to assign a team and position to, then click the three-dot menu next to the employee’s name. Accessing Employee Settings 2. Open Employee Edit Mode Click Edit Employee. Open Employee Edit Mode 3. Click Add More Items Click Add more items. Click Add More Items 4. Assigning a Team to an Employee Scroll down and locate the Growth Path field. Under Growth Path, you will see the Team field. Click the text box that says select team under Team field to view the list of available teams that were uploaded. Select the team you want to assign to the employee. Assigning a Team to an Employee 5. Assigning a Position to an Employee Under Growth Path, you will see the Position field next to the Team field. After selecting the team, click the Position field and select the position you want to assign to the employee. Assigning a Position to an Employee 6. Save Employee Changes After selecting the Team and Position, click save. In the example shown, the employee is assigned to the Engineering team and the Software Engineer position. Save Employee Changes 7. View Assigned Growth Path Details from the Employee Screen Once the Team and Position are assigned to an employee, the assigned details will be displayed in the employee’s Growth Path section, as shown in the image. Under Your Competencies, employees can view their assigned Position, Track, and Team, along with the competency details, expected level, and descriptions and also Next Position details. View Assigned Growth Path Details from the Employee Screen 8. View Team, Track, and Position Details in the Competency Matrix In the Competency Matrix, employees can view all the teams and tracks available in the tool, along with their current position, next possible position, and competency details. They can also view the competencies and position details for the next position. View Team, Track, and Position Details in the Competency Matrix

Last updated on Aug 28, 2026