“Dead on arrival.” That’s how 50% of managers describe their training events. In other words, over half of managers know their training will fail to address the real issues behind performance gaps before the learning even starts.
Yes, training is valuable and even essential for maximizing talent in the workplace and remaining competitive as an organization. But is it always necessary? Three factors will tell you if it is.
1. The Worker
Attitude, knowledge and skill gaps are tell-tale signs that some form of training is necessary – but these gaps are often difficult to identify. Strategic assessment and feedback-gathering is the only way to find out for sure if “more learning” is truly what employees need.
2. The Work
Performance issues in the workplace may not have anything to do with the worker at all – they may be caused by the work. Redundant processes, poor job structures and communication problems can have a far greater effect on employee performance than a lack of skill or knowledge. Unfortunately, these challenges often masquerade as learning gaps.
3. The Workplace
Unfortunately, many organizations invest so much in ensuring elements like finances and technology are in order they neglect the most important business element of all – people. Without devoting resources to “people development,” companies expose themselves to turnover and risk losing a competitive edge in the marketplace
Learn more about these key training factors, and get practical strategies for addressing them, in our exclusive white paper, “Dead on Arrival?”