Which cause of a performance gap is least likely to be addressed by a training intervention?

A performance gap represents a discrepancy between expected and actual performance. In the context of talent management, identifying the root causes of performance gaps is crucial for developing effective interventions.

A lack of motivation is least likely to be effectively addressed through training alone. While training can enhance skills and competencies, if employees are unmotivated, they may not apply what they learn or engage fully in the training process itself. Motivation is often influenced by factors such as organizational culture, leadership, personal goals, and recognition. These underlying issues require different approaches, such as motivational speaking, incentives, or changes in company policies, rather than merely providing training on skills or knowledge.

On the other hand, a lack of resources, a poor work environment, and limited skills can typically be resolved through targeted training interventions. For instance, training can provide employees with the necessary skills to perform tasks effectively, while improving resources might involve equipping them with better tools or systems after identifying skill deficits. Similarly, addressing a poor work environment might require changes in processes or structures, which often can be facilitated by training initiatives focused on collaboration or team-building skills.