Employees in an organization commonly encounter workplace problems. No matter which level a person is on the organizational chart, he or she probably had trouble in the workplace at least once. When management sees problems, they often turn to training as a first-line solution to all work-related problems without realizing that lack of knowledge is just one of the reasons for poor performance. In fact, there are many other performance improvement interventions that can fix work-related issues. This is where conducting needs analysis becomes important. Instructional designers frequently neglect this step in the ISD process for various reasons, such as low budget or lack of time.
Prior to meeting with an instructional designer to discuss a new training course, managers should assess every situation they face at work and properly diagnose the root cause of the problem. Once the root is identified, it’ll be easier to decide on the appropriate method of correcting the issue.
The following questions should help managers determine the root cause of the problem:
- Is the employee restricted in any way to do the work that must get done?
- Does the employee enjoy his job? Does he have that driving force that pushes him to carry on with his tasks?
- Do the employee’s skills match his tasks’ required level? Is he competent enough to perform his tasks independently and accurately?
The answers to these questions will be the anchor for deciding whether training is ultimately the solution for the problem.
When the employee is empowered, driven to work, and possesses adequate knowledge to do the job, then training will not fix poor performance, and other factors may need to be considered. For example, there might be some technical issues with the work area’s equipment.
If the employee isn’t empowered to do his job, there might be a problem with the company’s policies or procedures. There could be a few unusual job restrictions that need to be removed.
If the employee lacks the drive to work, which eventually leads to sub-par work quality, then training will not solve the problem either. The employee needs to overcome a personal motivation challenge. Managers can help by providing incentives to liven up the workplace and bring back their employee’s lost motivation.
If the employee’s skills and competence level falls a bit short from what is expected, then starting with on-the-job coaching sessions is recommended. If performance still doesn’t improve, that’s when it’s time to contact the instructional designer and develop a relevant training solution.
As managers assess work-related issues and poor performance among employees, they must realize that training is not a “one size fits all” solution to their problems. Additionally, managers should learn how to assess their employees to determine what appropriate solution should be used for restoring the harmony in the workplace.
If you are unsure whether training is a good solution for your needs or if you are looking for someone who can develop a quality training course for your organization, contact www.yourelearningworld.com today at marshavskiy@yourelearningworld.com and we will work together to create the most effective, personalized, and innovative learning solution that meets your requirements and budget!
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