During my time as a boss at MegaCorp we were told that all staff must have a Development Plan. Cue more wasted time and frustration.
My staff were mostly long-service, senior technical experts. Their goals were to keep their heads down, do excellent work, and GTFO with a grandfathered pension plan tucked under their arms as soon as they could. I fully supported that attitude since these were top notch people who I frankly did not want to see bogged down with corporate fad bullshit. Their attitude was the same as mine except I funded my own FIRE "pension."
During annual reviews we had to fill out the Development Plan forms and had a lot of fun in our 1:1 talks about it, trying to find ways to put their attitude into words that were not simply, "No, thanks, I don't want to do this, would love to see you try to make me, and furthermore, you are driving this business onto a reef in case you hadn't fucking noticed."
They certainly were not going to attend seminars at the Holiday Inn or other similar time wasters at this point in their careers so we had fun with some word salad that veiled what was essentially a middle finger salute, and ultimately agreed that they should use their time to act as mentors for up and coming staff who might replace them one day. They could choose who to take under their wing and didn't have to put up with any whiners, and it had the long term affect of making my group a destination spot for top performers.
That was it, and they were glad to do that much. Problem solved.