Training based on employee performance can consist of everything from going back to basics for improvement of low performers, to advanced accelerated training for high performing employees. If you employee review process is effective, then the review determines what areas of improvement are needed for the employee to move forward in their development.
It is important for the company to make every effort to help low performers. It benefits the company by reducing turnover, it helps the low performing employee by giving them every reasonable chance to improve and remain with the company, and it helps other employees know that the company is trying to help struggling team members.
There will undoubtedly be situations where additional training of low performing employees is an exercise in futility both the employee and the company. Launching the low performer is then appropriate. For other low performers who can benefit from additional training, getting back to basics is most effective. For this group it is important to have an individual game plan for each low performer in order to bring them up to speed. This can best be accomplished by having an IDP (Individual Development Plan) that is created by the employee and approved or edited by his or her supervisor.
An IDP is like a ‘contract’ between the employee and himself, and the supervisor holds the employee accountable for attaining the agreed goals. The IDP for training employee performance focuses on two or three areas of development, actions to take, measurements of reaching those goals, and a timeline for achievement. Typically, it will include a mentor and coaches for the employee to accomplish their goals.
All employees need to have an IDP because everyone at every level has opportunities for improvement. Where most employees and companies fall short in the effectiveness of their IDPs is the lack of periodic follow-up. It would be like having a fantastic game plan on paper, and then filing it away without using it. Remember, the IDP is just that….it is a plan. Having it on paper without executing the plan, is as good as having no plan at all.
It is important for the employee’s supervisor to actively review the plan for progress with the employee. Since it is the employee’s IDP the responsibility falls upon the employee for his or her own progress towards achieving the set goals. It is also the responsibility of the coach or mentor, along with the employee’s supervisor to discuss what progress is taking place with the IDP. Again, creating a plan is just a plan until the employee manages the execution of the plan. It is this final piece of the plan that causes most employees to not benefit from their IDP.
Training employee performance is vital for the lifeline of a company’s sustainability, growth and progress. It allows for an ongoing pipeline of proven talent for positions in management and leadership. A company can move forward only as fast as its talent can move it along.