What is the priority of training in addressing employee performance problems?

The priority of training in addressing employee performance problems is best described by the idea that training can be an appropriate solution if less expensive interventions fail. This perspective is rooted in the understanding that not all performance issues stem from a lack of knowledge or skills. Before resorting to training, it's crucial to assess the root causes of performance problems.

For instance, performance issues may arise from motivational deficits, insufficient tools or resources, or unclear expectations. Often, these underlying issues can be resolved through simpler, more cost-effective measures such as feedback, clear communication, or adjustments in workflows. Therefore, training should not be the automatic first step; it should come after evaluating and attempting other potential solutions.

In situations where those less expensive interventions do not lead to improvements, training becomes a viable option to equip employees with the necessary skills or knowledge to enhance their performance. This approach allows organizations to manage resources effectively, ensuring that training is reserved for instances where it will have the most significant impact. It reflects a strategic view of talent management, emphasizing the importance of accurate diagnosis in performance issues before deciding on the remedy.