Don't pay for training: Give feedback
Do those concerned receive feedback on how they are going?
Your people might know what they need to do and have everything they need to do it. If that’s the case, why aren’t they performing to the level that is expected?
If your people aren’t aware they are doing a bad job, how can you expect them to start doing a good job? On the other hand, if they are doing a good job, but don’t know they are doing a good job, why would they keep performing at that level? Don’t pay for training without fixing this first.
Receiving feedback is critical for people to understand if they are performing at the required level.
If you were a barista who made 100 coffees a day but were never told by customers that they hated your coffee, how are you to know you should change what you’re doing? You can only assume that everyone loves your coffee because you never receive complaints. Instead, you’re burning your beans and losing customers.
But this doesn’t mean you are incapable of making a good coffee; all you need is some feedback that you need to stop burning your beans.
If you know what a bad job looks like, you know what not to do. If you know what a good job looks like, you can start or keep doing the things that make it a good job.
Give your people feedback on how they are performing. This can be a simple one-on-one chat or some more extensive coaching. Either way, your people need that outside input; otherwise, they will keep doing the same thing forever. As far as they know, it’s the right way to do things.
Talk to your people. Let them know how they are going and what they can improve upon.
This is part of a series of posts that shows the steps you should take before creating training. Here's the full list.