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From Training To Performance: Bridging The Gap

What Is the Disconnect Between Training and On the Job Performance

A major struggle that arises after an employee goes through training is knowing when and how to apply their new skills to real life situations. Without seeing the impact of these new skills, the employee has zero idea of what the outcome should look like, how to use their skills appropriately, and how to connect processes to real life situations. Another struggle to consider is how common it is for individuals to forget; it is a normal human characteristic that needs to be addressed during the learning process. A great reference would be the “Ebbinhaus’ Forgetting Curve” this shows the decline of memory retention over time. Supporting your learners is important and acknowledging forgetfulness as a normal human characteristic instead of a weakness will encourage their learning and build a positive relationship between the employer and employee.

Challenges Training Teams Face When Employees Enter the Workforce

Using “5 Moments of Need”

The 5 Moments of Need is a model created by Bob Mosher & Conrad Gottfredson, that considers the different moments necessary to go from learning something new to using it successfully and regularly in the workplace. Supporting the learner at each moment of need gives the learner the opportunity to truly learn and integrate new behaviors:

How to Bridge the Gap Between Training and Performance

Training Is Not Enough

Bridge The Gap by Supporting the Moments of Need

Bridging the gap between training and on-the-job performance requires thought and time but is possible. The support that you provide can link the training to performance. Thinking about the space between training and doing—and thinking about training more holistically—can drastically improve performance in an organization.

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