Performance Consulting

Our Performance Consultants can partner with you to help determine the root causes to your workforce or organizational performance challenges. A clear picture of the real root cause(s) will help point to the right solutions and ensure a true return on investment (ROI) from those performance solutions. At Train-Ease, we practice HPT, Human Performance Technology, the systematic approach to improving productivity and competence. Learning solutions are often only part of the answer to an organizational performance challenge. With our root focus on performance, our clients are ensured a blended solution that fits and that will help maintain your competitive advantage!

Train-Ease uses a customized approach to determining the root cause to your performance challenges. Our consultants will conduct a series of structured assessment activities (e.g., interviews, focus groups, surveys, on-the-job observation, critical incident techniques, etc.) to identify the root causes and recommend the appropriate solutions to address your needs. Download a brochure (pdf).

Skill & Knowledge

Would the associate fail to perform to expert standards even if his or her life depended on it and even when he or she has adequate information, tools/resources, and motivation/incentives? If “yes,” then the associate desires to perform, but lacks the skills and possibly knowledge, in other words, the “know-how” to do the job. So, provide the associate with training, a learning solution, and/or education.

A lack of Skill & Knowledge happens when:

  • The associate does not know how to perform the task.
  • The associate lacks skill, ability, and/or knowledge.
  • The associate lacks adequate training or education.

Motivation & Incentives

The associate has sufficient job knowledge, but is not motivated or incented to perform. Is there something in it for the associate to perform well? Are there incentives awarding good performance? Are the available incentives being used? If no, then create and implement ways to incent and motivate an associate’s realistic accomplishments. If you cannot redesign the process to make the tasks more rewarding or challenging, then work to improve the environment, improve incentives, tools, or assign other more enjoyable tasks.

A lack of Motivation & Incentives happens when:

  • Factors in the environment negatively impact the associate’s motivation.
  • A lack of associate motivation or personal problems.
  • Team members don’t support individual efforts.
  • Team member conflict
  • Leadership doesn’t support the associate’s effort.
  • Communication styles conflict.
  • The associate does not feel safe asking for assistance.
  • The associate does not trust his or her supervisor.
  • The associate is recognized for not doing his or her job.
  • There are negative consequences for a good job.
  • The associate is not recognized for his or her contributions.
  • The associate is not encouraged to make contributions.
  • The associate is asked to do one thing (i.e., work as a team), but is rewarded for another (individual acknowledgment, incentives.)

Tools & Resources

The associate desires to perform but lacks the tools/resources to do the job. Are the tools available and adequately supporting the associate to perform? Are the tools easily accessible? If your answer is no, provide the tools & resources and then train the associate to use them.

A lack of Tools & Resources happens when:

  • The associate is not performing due to a lack of and/or inappropriate resources (tools, software, reports, systems, including human resources (key personnel / associates, Team Leaders, etc.)
  • The associate is not involved in decision making or there is a lack of opportunity to act as a resource.
  • There is a procedural or scheduling problem.
  • The associate lacks access to the supervisor.

Information & Feedback

The associate is not aware of the role/responsibilities needed to perform the job due to a lack of communication OR the associate does not receive behavior based, specific, factual, and timely feedback. Does the associate know what is expected of him or her and what the standards are? Is the associate informed quickly and with high frequency about how well he or she is performing? Is the feedback the associate receives specific, accurate, and tied to performance?

A lack of Information & Feedback happens when:

  • Job performance or expectations are not clear.
  • The associate receives inadequate communication about the job.
  • The associate receives inadequate feedback about his or her job performance.
  • The feedback the associate receives is not balanced – positive and constructive.
  • The associate thinks he or she is doing the job correctly.
  • The associate thinks there is a better way to do the job/task.
  • The associate receives inadequate leadership guidance.