Is Training the Answer to Performance Problems?

2

Before turning to training, consider other issues:

• Micromanagement• Absentee

management• Unclear priorities• Poor resources

3

Micromanagement stifles employee performance.

79%have experienced micromanagement 71%said micromanagement interfered with

job performance

From a survey conducted by Trinity Solutions and published in author Harry Chambers’ book My Way or the Highway.

85%said their morale was negatively impacted

4

Help micro-managers let go with coaching.

5

Absentee management creates disconnected employees

6

Absentee managers• Don’t return calls• Don’t respond to

emails• Leave employees to

handle problems on their ownEmployees disengage and performance suffers.

7

Coach absentee managers to develop key habits

Regular team meetingsRegular one-to-one meetingsProvide regular constructive

feedback

8

Confused

priorities

curb performan

ce.

9

Commit to priorities and communicate.

Identify your number one goal.Help employees make decisions that align with it.Support employees if other priorities take a back seat.

10

Poor support resources leave employees looking for help.

11

Put performance resources where employees need them.

12

When training is the right answer . . .If you’ve looked closely at the performance situation and training does seem to be the right answer, make sure it gets the results you want.

Determine what employees need to know.Keep it relevant to their jobs.Plan to follow-up and help people apply new knowledge.You might also like this article: “

After the Classroom: What You Can Do to Make Sure New Skills Become Old Hat.”

Learn more about effective, low-cost, experience-based training strategies

Pract.us

Music: “Sweet” by  http://www.bensound.com