When a company is clearly invested in its employees, they are stimulated towards improved performance. Keep in mind though, that this is only a secondary benefit. The primary purpose of training is to provide specific skill and knowledge development towards improved performance.
Your first step is to conduct a needs analysis; study employee behaviour to determine if performance meets the work standards. How well does the employee perform the tasks? Who, within your organization, needs training? What kind of training do they need?
A 3-step process should help answer these questions:
- Poor job design
- Lack of tools/equipment
- Lack of standardized procedures
- Rapid change in technology
- Ineffective feedback
- Ill-defined goals/objectives
- Lack of performance measurements
- Sub-optimal resources
- Informal leaders
- Overlapping roles and responsibilities
- Lack of flexibility
- Lack of control systems
- Organizational political climate
Once you’ve determined the obstacles to effective performance, you need to determine the appropriate solutions.
Potential solutions include clarifying expectations, providing resources, feedback, or opportunities for practice, removing the reward or punishment, providing or rearranging consequences, simplifying the task, removing obstacles, providing training, or even replacing the person.
If training is the solution, a variety of training methods can be used: off-the-job training methods including sales programs, on-the-job training methods including sales coaching and mentoring, and technology-based training including web-based, distance, or self-directed learning.
Whichever training method you choose, ensure that the use of knowledge and skills acquired in a training program, or transfer of training, actually takes place. There must be an opportunity to use the new training on the job and the opportunity to use it over time, along with the support of management and a reward system that supports the newly acquired skills.
Performance Management and Training and Development are an investment in the people resources of an organization. The competitive nature of today’s Canadian marketplace means that organizations have to distinguish themselves as the experts. And to accomplish this, they must have the best people available. Progressive companies recognize this and invest the development of their staff. The expectation is that employees will become better performers, more loyal, and more dedicated because of it.
About the Author:
Anne Babej is the COO at the Canadian Professional Sales Association. She also oversees CPSA’s Sales Institute, which provide many in-class, online, or in-house sales and business training courses, as well as Canada’s only recognized sales designation, the Certified Sales Professional (CSP) designation.
Contact us today at MemberServices@cpsa.com or 1-888-267-2772 to see how we can help you and your team reach new heights in sales success.
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