10 alternatives to having a learning & performance team v3
TRANSCRIPT
10 Alternatives to Investing in a Learning &
Performance Program
Or, How to Miss the Forest for the Trees
Accept High Employee
TURNOVER
Trust that workplace tension will resolveITSEL
F
Convince your leadership team thatSuccession Management isn’t
feasible
??? ??? ???
Convince your employees that
??!? ???! ??!?
Career Pathing isn’t feasible
Be convinced thatEmployee
Performance Will on its ownimprove
Dismiss Employee Job Satisfaction numbers
%% Vs.
as subjective and irrelevant
Believe that processes tend to become more effective and efficient over time
ENTROPY
? ??
?TRAINING
Allow each department to handle training in their own way
Believe that “sink or swim” is an effective onboarding method for new employees
Expect performance improvement to be spontaneous.Insanity is
doing the same thing and expecting different results.
We can’t solve problems using the same kind of thinking we used when we created them.
Are these approaches the best investment in your company?
1. Accept high employee turnover2. Trust that workplace tension will resolve itself3. Convince your leadership team that Succession Management isn’t feasible4. Convince your employees that Career Pathing isn’t feasible5. Be convinced that Employee Performance will improve on its own6. Dismiss Employee Job Satisfaction numbers as subjective and irrelevant 7. Believe that processes tend to become more effective and efficient over time8. Allow each department to handle training in their own way9. Believe that “sink or swim” is an effective onboarding method for new employees10. Expect performance improvement to be spontaneous
Hopefully, you understand that creating a Learning & Performance Team is a valuable investment in
your company and less costly in the long run than the alternatives.
If you would like to discuss how your company could benefit from a Learning & Performance effort, use the contact info below.
Douglas Audirschwww.DougAudirsch.com