7 Tips To Overcome Challenges That Lead To Performance Gaps In Your Organization

7 Tips To Overcome Challenges That Lead To Performance Gaps In Your Organization
Summary: Identifying performance gaps is one thing. But you can’t bridge them if you don’t know what caused the crater in the first place. In this article, I’ll share 7 challenges that lead to performance gaps in your organization.

How To Overcome Challenges That Lead To Performance Gaps In Your Organization

Every organization has its own performance issues to contend with. And every employee in that organization requires different skills and information to fill the gaps. However, you must diagnose the cause before enacting meaningful change. You see, performance gaps are just a symptom. It takes careful planning, evaluation, and analysis to solve the productivity problems and get your employees back on track. Here are 7 common challenges that contribute to performance gaps.

1. Employees Aren't Getting The Information They Need

One of the biggest challenges that employees face is not getting the information they need to do their job effectively. This leads to performance gaps and hinders their overall productivity. There are two key reasons for this information shortage. Firstly, the online training program may not be catering to their specific goals and needs. As such, they aren't getting the targeted knowledge and skills they require. The second reason is lack of employee involvement. The information is there, but they aren't actively participating in the online training experience. As a result, they don't get the information that will help them in the workplace. This is why it's essential to research your audience to identify their needs and to figure out what motivates them.

2. Employees Don't Have Access To The Necessary Online Training Tools

Even employees who receive all the information they require may still lack the proper online training tools. These are the online training resources that help them on-the-job, such as performance support online training tutorials and video demos. Ideally, these online training resources should be mobile-friendly, so that employees can access them from anywhere in the world. It is the organization's responsibility to provide employees with the online training tools of the trade, such as mobile-friendly microlearning online training materials that they can view on any device. Responsive design eLearning authoring tools can make this process really easy by giving you the ability to create any kind of interactive online training activities that adjust to any screen, helping your corporate learners keep up with their online training even when they are not in the office.

3. The Needs Of The Organization Have Changed

Your organization is constantly changing. This means that your online training program has to grow and evolve to adapt. Otherwise, your employees are going to be left in the lurch, and performance gaps are sure to follow. As your business needs, goals, and organizational objectives change, be sure to update your online training courses and performance support resources. This is doubly important for company policy and compliance issues. You can't expect your employees to stay up-to-date if your online training program is trailing behind.

4. Employees Aren't Aware Of The Organizational Objectives

The problem that many organizations face is lack of transparency and employee involvement. Employees should sit on the sidelines while you develop your online training program. Create a learning culture, solicit their feedback, and make certain that they know the benefits of active participation. Make them aware of the organizational goals and objectives so that they know where to focus their efforts. If they know where to set their sights, they are more likely to meet expectations and achieve their true potential.

5. Lack Of Managerial Involvement

Managers are the pioneers of your organization. They lead their team to success and set the example. As a result, they need to be actively involved in the online training process and be passionate about the subject matter. If employees see that their supervisors dread online training, they are going to follow suit. However, when the supervisor embraces the online training initiative and seizes every opportunity to grow, employees will be motivated to learn. Ultimately, managers, supervisors, and department heads are your best advocates. Give them all the information they need to support your employees and familiarize them with the online training platform. For example, provide them with an online training tutorial that highlights the features and functions of your new Learning Management System. Lastly, managers must offer employees specific feedback that targets areas of improvement. This should include recommendations for supplemental online training resources.

6. Conflicting Performance Goals

I like to call this the "training tug of war". Employees don't know where to set their sights because there are two conflicting goals to focus on. Therefore, they may even receive mixed messages when it comes to performance reinforcement. For example, one manager praises them for performing a task in a particular way, while another tells them that they need to improve their proficiency. This is why it's important to create clear and succinct performance goals and company-wide standards. Everyone needs to be on the same page to avoid confusion. Additionally, analyze your performance goals periodically to make sure they still align with the desired outcomes. Remember that your online training strategy is a work in progress, and the same goes for your goals and objectives.

7. There Is An Issue With The Work Process

The last challenge that leads to performance gaps deals with work processes, themselves. Employees generally perform a task the way they were taught. They use the tools that are available to them in terms of equipment and software. But what if those tools are malfunctioning or have recently been updated? For example, a new LMS update made the return process more complicated. Employees will no longer be able to carry out business as usual, because there is an obstacle standing in their way. If this is the root cause, you may need to upgrade your equipment or re-design your online training course. Conduct thorough task analysis to see if the tools are part of the problem. Or is it the way that the employees are utilizing the tools?

Getting to the bottom of your performance gaps may take some detective work. However, it gives you the opportunity to target your objectives and create a personalized online training approach. You also have the power to focus your efforts, so that you can find the root of the problem sooner rather than later.

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