Before scheduling training to correct performance gaps, ask yourself the following questions:
1. Does the gap exist because employees don’t know how to do the required work or because they don’t want to?
If the answer is the latter or partially the latter, training will not correct the performance gap.
2. Does the gap exist because there is no recognition for performing well and/or no consequence for not performing as desired?
If either of those conditions exist, training alone will not correct the performance gap.
3. Are the employees intellectually/physically capable of doing the work?
If not, you have a job misfit. Training will not correct the performance gap.
4. Do the employees already have the job knowledge and needed attitude to complete the work?
If the answer is yes and a gap still exists, training is probably not the answer. You may need to look at other factors. For instance, do employees have access to the appropriate equipment and resources?
5. Are employees positive about their work and intellectual/physical capable of doing the job, but lack training? Furthermore, is your organization ready to reinforce new behaviors?
If you can answer, “yes” to all of those questions, next you must choose a training provider.