Getting to the root of an employee’s performance problem can be tricky. What the manager describes as a training problem may well be, for instance a motivation issue that training will not solve: Delivering a group “Team building” workshop will not resolve the problem of the bad apple hired to join the team.

Trainers in their desire to help and to seem responsive, are often guilty of falling into the role of “order taker,” as in, “Yes, Mr. Manager! You want an order of communication skills with a side of stress management!” even though we know that the program will not help resolve the issue or concern. As practitioners it’s vital to remember that we are here to help managers solve a performance problem, not just deliver a workshop that doesn’t address the real issues.

Here’s a quick and dirty tool that can really help!

Management often sees training as a “quick fix,” even if it is not indicated and will not be effective. Below is a great tool that can really add value and help you in leading managers who request a training initiative consider other, possibly better, solutions. It can help both you and management realize that resolution to a problem may not include a training intervention.

This grid tool below is an excellent way that helps to communicate the appropriate use of training to a manager making a request for training. One quick tip to keep in mind when using the tool is to make use of the “cocktail napkin” effect. Managers are even more receptive if you sketch it out while you’re talking as if it’s impromptu than if you pull it out of a file as a printed document. This is an excellent, quick tool for separating training issues from other problem.

Instant download training package Negotiating For Results This two day workshop is focused on setting in place principles for the development of robust negotiation skills. it will provide you with tools to promote effective negotiation communications and gives you techniques for turning face-to-face confrontation into side-by-side problem solving. price: $ 199.95  $ 179.95

Instant download training package New College Instructor Orientation Making the move from industry to classroom is difficult for many new college instructors. Your day is not your own anymore - each moment is about focusing on the adult learners in your classroom. price: $ 199.95  $ 129.95

This tool is very useful in talking with a manager who wants to send a seasoned employee to “refresher” training. A training solution is only appropriate for an individual who wants to perform but doesn’t know how. If an experienced, previously successful employee— or an entire work unit—suddenly shows a drop-off in performance, then the odds are that the cause lies elsewhere. It could be a motivation problem: Did the company eliminate cash bonuses last quarter? Is the company in the midst of layoffs? Is the individual burning out? Is there trouble at home? If the employee knows how to do the job, but doesn’t want to, you may be looking at a motivation or personal problem.

Is there a resource problem? Does the employee have what he or she needs to perform effectively? If the employee knows how, but can’t, then there may be a resource issue: something is blocking good performance. “Resource” here can mean obstacles ranging from lack of money to broken equipment—even to a weak supervisor.

Has management simply put the wrong person into the job? The occasional bad hire is a universal problem.  “Training” won’t do anything for the employee who doesn’t know how to do a job and really doesn’t want to. Again: If the employee wants to do the job, but doesn’t know how, then training may likely be the right solution. Other conditions would suggest a different response.

Training Manager Susan Nunn offers a comment that recaps the basic issues addressed in the grid: “Trainers are often expected to solve every personnel problem that the manager cannot or does not want to address, so know the difference between a training issue and a performance issue. If the employee can’t do it, it may well be a training issue. If the employee won’t do it, it is more likely a management issue. If the manager doesn’t deal with it, then it may be that it is the manager who needs training to learn to deal with the issue!”

Instant download training package Administrative Assistant Skills (Click to read more) This two day training program focuses on the most important attitudes, skills and knowledge a professional administrative assistant... price: $ 199.95  $ 179.95