How to Know if Your Organization Has a Training Problem

As an HR or talent development leader, you’re responsible for ensuring employees have the skills they need to succeed. But when performance issues arise, how do you know if training is the right solution? Not every workplace challenge stems from a lack of skills—sometimes, the problem lies elsewhere. 

To determine if you have a training problem, ask yourself these five key questions. 

1. Are Employees Lacking Critical Skills?

One of the clearest signs of a training gap is when employees struggle with essential skills, such as communication, leadership, or problem-solving. If you hear complaints about poor collaboration, weak presentations, or ineffective conflict resolution, it may indicate that employees haven’t developed these competencies. 

Look for patterns: 

• Are new managers struggling to lead their teams? 

• Are negotiations not yielding the desired results? 

• Are employees avoiding difficult conversations? 

If skill deficiencies are impacting performance, targeted training can help. 

2. Are Mistakes or Miscommunications Increasing?

Frequent errors, misalignment, or misunderstandings often point to a need for better training. If employees are unclear about expectations, processes, or best practices, they may be relying on guesswork rather than established skills. 

Common red flags include: 

• Miscommunication between departments leading to inefficiencies. 

• Repeated customer complaints about service or interactions. 

• Leaders struggling to provide clear feedback to their teams. 

Training can bridge these gaps by reinforcing best practices and ensuring consistency. 

3. Are Employees Avoiding Certain Responsibilities?

When employees lack confidence in a skill, they may avoid tasks that require it. For example: 

• Managers may delay difficult conversations because they’re unsure how to handle them. 

• Employees may avoid presenting because they lack public speaking skills. 

• Team members may not engage in decision-making due to uncertainty about negotiation strategies. 

If avoidance is a trend, it’s a sign that employees need training to build competence and confidence. 

4. Is There a Culture of “We’ve Always Done It This Way”?

Resistance to change is common in organizations where employees rely on outdated methods. If teams are hesitant to adopt new approaches—whether it’s a shift in leadership style, a new way of handling conflict, or an updated communication process—it may indicate a lack of awareness or understanding of better techniques. 

Training can help employees see the value of evolving their skills and embracing new strategies. 

5. Are Performance Issues Rooted in Something Other Than Training?

Not all workplace challenges can be solved through training. If employees know how to do something but aren’t doing it, the issue may stem from: 

• Lack of motivation or engagement. 

• Process inefficiencies that make execution difficult. 

• A misalignment between expectations and resources. 

Before implementing training, ensure the problem isn’t due to unclear goals, poor leadership, or structural barriers. Training is most effective when combined with the right environment and support. 

Final Thought: Diagnose Before You Train 

If employees lack the skills, confidence, or knowledge to perform effectively, training is likely the solution. But if the issue stems from motivation, process inefficiencies, or leadership challenges, other interventions may be needed. By diagnosing the root cause, you can ensure your training investments drive meaningful results. 

If you’d like to schedule a discovery call to determine what training solution will work best for your organization’s needs, contact us.