Training or Performance?
Training or Performance? Recently I had a Supervisor come to me and say," My department needs training on Conflict Resolution". I asked, "Why?" She said: "This morning Mary came to me and said she was not happy with the working relationship she has with Bob, her office partner.
I asked, "What Happened?" Mary said Bob is always talking, talking about non-work related subjects, and she is unable to get her work done. He interrupts her several time a day.
My Supervisor said, "We need training on Conflict Resolution!"
I asked, "Who else is complaining?" "No One ", said my Supervisor.
I asked, "Why do you think this requires training? She responded with, "He needs to stop interfering with Mary's work".
I said, "This is not a training need, but it is a performance issue. We do not need to involve the department staff in an issue that concerns two people".
We then talked about how this situation could be handled.
This situation may require some coaching for the Supervisor and Mary on how to handle this situation. Then Bob needs to hear from Mary, regarding Mary's concerns. If Mary is unable to handle the situation then the Supervisor needs to get involved.
All too often a situation is thought to be a training need, when it really is a performance issue. A decision on which way to go can usually be resolved by asking questions that begin with words such as, What, When, Where, and Why.
Contact Pinnacle PEO Corp for more information on Training or Performance.
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