Sunday, June 13, 2021

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In the last quick tip, we discussed the importance of invshutterstock_73888291olving managers and supervisors in the learning and performance process.

Another powerful performance driver exists that is easy and inexpensive, yet seldom implemented. 

Google demonstrates how it is done. Read on to learn what this driver is and how you can implement it, too.

A number of years ago, Jim Kirkpatrick visited the Google headquarters in California. As one would expect from such a visionary organization, Jim enjoyed learning from them as much as they learned from him.

The unique Google culture relies heavily on peer-to-peer support and accountability. Employees share goals with each other, use the counsel of their peers to determine what training courses to take, and actively hold each other accountable for team-based performance goals. They even share their individual performance scorecards publicly to create a bit of healthy competition. In this type of environment, trainers can turn to the peers of training graduates to provide some of the post-training monitoring that is so critical to success. 

Google brings Level 3 required drivers to life in a way that doesn’t require any additional resources other than a bit of each employee’s time to help a co-worker. While this technique would work well in any culture, it is a particularly good idea for organizations struggling to get post-training support from managers and supervisors.

Attend the Kirkpatrick bronze level certification program for more ideas regarding how to enhance partnership and on-the-job performance.

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