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At some point in your career, you’ve probably sat through a training session and thought, “Do I really need this?” Maybe it was a refresher on something you already knew. Or worse, something that didn’t even apply to your job. On the flip side, you might have struggled with a task and wished someone had given you proper training in the first place.
The truth is that training can be incredibly valuable—but it’s not a magic fix for every workplace issue. So, when should you solve a problem with training, and when should you look for another solution? Let’s break it down.
When Training IS the Answer
- 1. Employees Lack the Required Skills or Knowledge
If a team member is struggling because they genuinely don’t know how to do something, training is the obvious solution. For example, if new software is introduced and employees are making mistakes, structured training can help them learn how to use it correctly.
- 2. There’s a Change in Processes or Technology
Businesses evolve, and so do tools and workflows. When a new system, policy, or regulation is introduced, training ensures employees are up to speed and can confidently perform their tasks without errors.
- 3. Performance Issues Stem from a Lack of Understanding
If mistakes or inefficiencies come from a gap in knowledge rather than an unwillingness to perform, training can help. For example, if a customer service team is struggling with handling complaints effectively, a targeted training session on conflict resolution could improve their skills.
- 4. New Hires Need to Get Up to Speed
Onboarding training is crucial to help new employees integrate into a company’s culture, policies, and expectations. A structured training program can reduce the learning curve and set them up for success.
When Training ISN’T the Answer
- 1. The Problem Is Due to a Lack of Resources
No amount of training will help if employees don’t have the tools, time, or support they need to do their jobs. If workers are missing key resources, the real solution might be improving systems, investing in better technology, or adjusting workloads.
- 2. The Issue Is Related to Motivation or Engagement
If employees can do something but won’t, training won’t solve the problem. Low morale, burnout, or lack of motivation might be at play. In these cases, leadership should focus on improving company culture, communication, and incentives rather than sending employees to another workshop.
- 3. The Work Environment or Processes Are the Root Cause
Sometimes, inefficiencies come from poorly designed workflows rather than employees’ lack of skill. If a process is outdated, overly complicated, or redundant, training won’t help—it’s time to fix the process itself.
- 4. It’s a Management or Leadership Issue
If expectations aren’t clear, feedback is inconsistent, or leadership isn’t providing proper guidance, employees will struggle no matter how much training they receive. Addressing management challenges might be the better approach.
The Bottom Line
Training is an essential tool, but it’s not a one-size-fits-all solution. Before rolling out another workshop or e-learning module, take a step back and ask: “Is training really what’s needed, or is there another issue at play?” By identifying the root cause of the problem, you can ensure that your efforts—whether through training or other means—actually make a difference.
To learn how to apply a highly effective, step-by-step procedure for determining whether training is the appropriate solution to a job performance problem, check out the Training Needs Analysis workshop. Ready to explore a variety of training and non-training solutions as interventions for various employee performance problems? Consulting Skills for Trainers is the workshop for you.
