Workplace training builds skills and addresses performance gaps. Managers identify areas for improvement with team members, then tailor learning resources and support to individual needs. section 4.2.6
Make training useful by connecting it to a specific need:
- Compare the task’s requirements with the person’s current skills. Choose support such as pair-programming, knowledge transfer, demos, or learning resources; if the gap is too large, reconsider the assignment. section 5.4.1
- Match the support to the person: options include a mentor, leadership seminars, conferences, or training resources. section 4.2.6
- Use feedback and follow-up to support continued learning and identify areas for improvement. section 5.4.1
Training to address a skill gap
An engineer with technical skill gaps received mentorship and training through a time-boxed 60-day coaching plan and ultimately improved. section 4.5.2
