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September 15th, 2022 · 4 min read

Bridging employee performance gaps through workplace learning

performance gap article blog header image

Understanding employee performance gaps

Performance gap examples

  • If the sales team has a quota but it hasn’t been met for several months in a row 
  • If inventory typically takes three days but ends up taking six days to complete 
  • If an employee is required to pull a specific report at the end of each day but they’re unknowingly gathering inaccurate data

Performance gap causes

Weak management and processes

Don't have reasonable expectations set

Lack of education and training resources

Poor work environment

Lack of motivation and disengagement

How to conduct a 3-step performance gap analysis

  • Identify the business goals that are being impacted
    The first step is to identify where teams (or individuals) are falling short. Are there certain areas of the business that are consistently behind on their goals? What are the business targets that are being missed? This discovery phase is important because it helps you zero in on the exact team or business unit that needs attention, as well as the goals that aren’t being met.
  • Look at historic performance data
    Next, work closely with management stakeholders to look at employee records and understand when performance levels were impacted. Are there trends in the data that indicate why performance dropped? Does the time frame align with any external factors that could be negatively influencing performance? This allows you to understand if the dip in performance is due to an isolated issue or if it's indicative of a bigger problem.
  • Determine actionable next steps
    There are countless ways to address employee underperformance and your approach is going to be largely dependent on the cause. It’s not necessary to reinvent the wheel each time, especially if the cause is an isolated situation that can be addressed in a fairly straightforward manner. However, if the results of your gap analysis point to wider issues within the business, that’s an indicator that you need to take a closer look.

Address employee performance gaps through workplace learning

Invest in workforce education

Leverage skills gap analysis data to inform your L&D efforts


skills gap analysis template cta

Implement performance coaching 

Actively promote learning and development opportunities

Set performance expectations from day one

Learning and performance go hand-in-hand

You can address talent development challenges