Training and development can be a powerful tool for improving performance, but not every performance problem is a skills or knowledge problem. Sometimes what an employee really needs isn't another course or LMS module – it's clearer expectations, better feedback, coaching or simply an honest conversation. In this episode of The HR Room Podcast, Dave and Mary Cullen are joined by Ann Halloran, Talent & Learning Development Professional and author of Helping Others Learn in the Workplace, to explore how managers and HR professionals can distinguish between genuine learning needs and wider performance issues. Together, they discuss why managers can be too quick to reach for training as a solution, the importance of properly diagnosing the cause of underperformance, and why avoiding difficult conversations can allow relatively straightforward issues to become much bigger problems. They also explore what makes workplace learning genuinely effective, how managers can help new skills stick after training, and what organisations can do to create a stronger culture of continuous learning. Guests Ann Halloran — Talent & Learning Development Professional | Author, Helping Others Learn in the Workplace Topics include: How to tell whether poor performance is really a training issue Why managers sometimes use training to avoid difficult conversations Taking a diagnostic approach to performance problems Ann's RIPPLE framework for designing effective workplace learning When performance issues may require a structured performance improvement process The role of mentoring, peer learning, coaching and reflective practice How organisations can create a genuine learning culture Why developing managers is central to improving employee performance and engagement Key Takeaways for HR Diagnose before you prescribe. Before recommending training, establish what's actually preventing someone from performing. Training won't solve unclear expectations, poor motivation, workplace conflict or a manager's reluctance to address an issue directly. Training doesn't end when the course finishes. Managers play a critical role in helping employees transfer learning back into their day-to-day work through reinforcement, accountability, encouragement and ongoing feedback. Don't ask employees to self-diagnose. Giving people access to a large library of LMS modules isn't the same as identifying their development needs. Managers need to be actively involved in understanding where performance or capability gaps exist. Sometimes the answer is a conversation. If someone has the ability to perform but isn't doing so, another training course may achieve very little. Clear, specific and timely feedback can be far more effective. Invest in your managers. Direct line managers have an enormous influence on how employees learn, develop and perform. Organisations that want a genuine learning culture need to equip managers with the communication, feedback, conflict management and performance management skills to support their teams effectively. About Ann's Book Ann's book, Helping Others Learn in the Workplace, is a practical guide designed for managers and trainers who are responsible for helping others learn but may never have been taught how to train effectively themselves. It is available to purchase here. You can get the free checklist we mentioned in the podcast here. Get in Touch If you're not already following us on LinkedIn, we'd love to connect with you. If you have suggestions for future podcast episodes, or would like to appear as a guest on The HR Room, contact Dave Corkery at [email protected] or connect with him on LinkedIn. About The HR Room Podcast The HR Room Podcast is brought to you by Insight HR, where we speak with HR leaders, legal experts and workplace specialists from across Ireland about the issues shaping the future of work. If you enjoy the podcast, please subscribe, leave us a review, and share it with colleagues or friends. We're always keen to hear your feedback and suggestions for future episodes. For immediate HR support, contact Insight HR on 056 770 1060 or email [email protected].

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