How can you balance training and development with other performance management activities?

To ensure that training and development align with both individual and organizational goals, I suggest setting up a Bi-Annual campaign. Start with performance evaluation - evaluate employee performance over the previous six months. Following the evaluation, set clear and achievable goals for the next half-year. The next step is a structured discussion involving the employee, manager, and the HR department. During these discussions, it's essential to identify each employee's specific learning needs and areas for improvement. Create a development plan for each employee. Once you have a deeper understanding of each employee's needs and aspirations, the company can then create tailored training and development plans.

To strike a balance, align training goals with performance objectives, integrate learning into daily tasks, and provide continuous feedback to bridge the gap between development and performance management.

Constructive feedback and constant communication with employees play a major role in the success of the company. Feedback will encourage employees to reflect on their skills, strengths, and weaknesses. In order to foster a culture of constructive feedback, the initiative should come from the Leadership team, to encourage the employees to be open, and to come up with ideas, and suggestions for improvements and development of the organization. Feedback and coaching promote a culture of continuous learning, and a growth mindset, increase performance and engagement, and help to align with personal and organizational goals.

Living in a rapidly changing world, we have to adapt, be flexible, move quickly, and be in trend with changes. Regular reviews of training programs allow organizations to adapt to these changes and ensure that employees receive the most relevant and up-to-date training. Training and development are more effective when employees are engaged and motivated to learn. Track the performance, check the improvements, identify the weak and strong points of the training plan, and ensure that employees are happy with the program and its bring results.

Establishing a solid learning and development process can be helpful in preventing low performance. However, there may be situations where you've tried all the methods but the results are not achieved. Individual values and objectives can change, the same as the company adapts to market changes. If continuous learning, feedback, one-on-one discussions, problem identification, and resolution have not yielded positive outcomes, it's time to make more prompt decisions. Initiate an open discussion with the employee about work challenges, the effort made to improve the job, gauge job satisfaction, and what their future plans are. If the employee's goals do not align with the company's goals, it may be necessary to part ways.