Page 16 - Talent ROI Sample

• Lack of manager buy-in—Managers often see IDPs as HR formalities
rather than strategic priorities.

As leadership expert Marshall Goldsmith famously said:
"What got you here won’t get you there."

It’s time for a new approach—one that prioritizes real-time learning, AI-
driven adaptation, and clear business impact.

The Hidden Costs: Time, Resources & Misalignment
Beyond their inefficacy, IDPs come with hidden costs that often go
unnoticed:

1. Time: A Drain on Productivity

A study by SHRM (Society for Human Resource Management) found
that managers spend an average of 20 hours per year per employee
developing, reviewing, and updating IDPs.

For an organization with 1,000 employees, that’s 20,000 hours spent on
plans that rarely produce measurable results—time that could have
been invested in high-impact coaching, real-time feedback loops, or
strategic problem-solving.

2. Resources: The ROI Crisis in Learning & Development

L&D programs are expensive. According to LinkedIn Learning, 70% of
companies believe their training investments fail to close critical skill
gaps.

Consider this:

• Corporate training budgets exceed $370 billion globally (Deloitte).

• Only 25% of employees feel training directly improves their job
performance (HBR).

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