Don't pay for training: Personnel


Do those concerned have the potential to perform in the expected way?

Now, this section needs a big disclaimer.


If you have truly followed all of the previous steps and have done everything you can to set expectations, give feedback, remove rewards for poor performance, remove punishment for good performance, provided resources and equipment, removed any obstacles, simplified the task and provided practice…

*deep breath*

You may need to consider the people who are doing the job. There isn’t much else you can do if they can’t change.

As we mentioned, this should always be a last resort - the absolute last resort - because, for the majority of the time, the people aren’t the problem. Often people are made to be the scapegoat for inefficient organisational practices and efforts to help their people perform at the required level.

That being said, sometimes your people aren’t a good fit for the task. If you have exhausted all of your other options (as listed above) and are absolutely sure they are not the right fit, you should look at finding someone who has the ability, or the potential to have the ability, to complete the task.

This can be managed in different ways. You can find a task/role/job that is better for the person to move into. This can then allow you to bring someone else within your organisation to complete the task. There is probably a good chance that someone already within your organisation can complete that task.

'Firing and hiring' isn’t always the answer and is commonly used to cover up poor organisational management and training of their people.

But if everything has been done to address the issue and the problem still persists, then personnel may be the issue.

This is part of a series of posts that shows the steps you should take before creating training. Here's the full list.