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By Michael Gullan, CEO of G&G Advocacy
Most business leaders and HR professionals agree that business success depends on employee performance. It makes sense that developing your employees should be a strategic imperative. However, a shift from employee development to performance may be what your business––and your people need––to make it possible to reach your goals.
I recommend focusing on the employee’s performance (in their workflow) as a key pillar of your development strategy. The traditional development model that provides courses you think employees need is no longer relevant. For adults to learn effectively in the workplace, they need more than knowledge acquisition. They need to apply their knowledge and enhance their performance. Only then will you get an ROI on your L&D and drive your business towards its goals.
A shift in focus is needed to transform employees into the dream team business leaders need to survive and thrive:
1. Starting differently
Traditional
Most development programmes start by asking key questions: What skills do my employees have, and what new skills do they need? Doing this may result in course and assessment completions which may infer that some knowledge was acquired.
New
Start with understanding what your employees need to be able to do (perform) and then define what information is required to support their performance enhancements.
