|
Concern |
Key Questions |
|
She's not doing what she should be doing:
I think I've got a training problem. |
Why do I think there's a training
problem? What's the difference between what's being done and
what's supposed to be done? Why am I dissatisfied? |
|
Is it important? |
Why is the discrepancy important–what
would happen if I left the situation alone? |
|
Is it a skill deficiency? |
Could she do it if she really had to?
Could she do it if her life depended on it? |
|
IF IT IS A SKILL DEFICIENCY: |
|
|
Could she perform the skill in the past? |
Has she forgotten what I want her to do? |
|
Is the skill used often? |
How often is the skill used? Does
she get regular performance feedback? |
|
Is there a simpler solution? |
Can I change the job by providing some
sort of job aid? Should I provide written instructions? Is
informal training sufficient? |
|
IF IT ISN'T A SKILL DEFICIENCY: |
|
|
Is the desired performance punishing to
the employee? |
What's the consequences of performing as
required? |
|
Is non-performance rewarding? |
What's the result of doing it her way
instead of mine? |
|
Are there obstacles to performance? |
What prevents her from performing?
Does she know what's expected? Are there conflicting demands on
her time? |
