Poor results may come from many things. Unfortunately, many companies only treat the symptoms without finding the root causes. The classic method of asking why five times is a good start.
Usually, the problem isn't that employees know too little. They need to DO something different.
Imagine that you would film the employee who is most successful in their job, and compare it to a recording of someone mediocre. What sets them apart? What does one person do that the other does not?
The next step is to prioritize everything the employees need to do and systematically go through why they aren't doing it already. Is it the corporate culture, IT systems, slow processes, knowledge gaps, too little practice or a mixture of everything that prevents employees from reaching their full potential?
It can be a painful process for a company to question its managers, the company culture and the staff's knowledge, but it is necessary to start doing something different to get new results.
Read more about how we view skills development.
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The process
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We have a straightforward pricing model that works just as well for small and large companies.
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