Performance support is making headlines as the leading contender in driving efficiency and performance improvement. With all the buzz, you’ve probably heard a lot of opinions surrounding its implications and rising star status. So how do you know what’s true and what’s a myth? We’ve collected 6 of the most common myths about performance support.
Here’s the reality:
Myth #1: It’s just another learning tool
Performance support is designed for performance. It goes beyond just helping people learn how to do the work, but to actually getting the work done. The purpose of performance support is to deliver real-time guidance and automation so that workers can accomplish their tasks quickly, error-free and at the exact moment of need (on the job). The advantage is that workers don’t have to stop for training every time something is new or changed. In other words, you don’t use performance support to learn a task, but rather you use it directly in conjunction with the performance of the task.
Myth #2: It will eliminate training
Performance support will not replace training, but it will shorten training time and reduce the need to re-train. According to research by Kryon Systems, performance support can shorten the amount of onboard training programs by 25% and reduce software training by up to 20%. Today – when dealing with costly demands for more training time to address the staggering amount of knowledge needed to do the job – this is a huge advantage. Read more on how performance support can benefit your training here.
Myth #3: It’s not a tool to achieve business goals
Everyone already knows that performance support is a great tool for training and reaching learning goals. What most people don’t realize is that performance support can be a major player in achieving business goals. There has been a paradigm shift in how organizations measure success and added pressure on all departments to meet measurable business goals and key performance indicators (KPIs). While L&D departments traditionally focused on learning strategies, they now have a responsibility to meet business results. Performance support makes this possible by providing efficient and effective learning that affects the business in real-time and knows to react quickly to the demands of the business. Read more on how performance support can help you deliver business results here.
Myth #4: Getting the technology to work is too hard
How many times have we been mesmerized by the latest technology that promises to make our life easier / better / more productive only to be disappointed? After investing in an enterprise application, the last thing you want is for no one to use it because it’s just too difficult to implement and deploy. When choosing a performance support solution, make sure you have a good understanding of your company’s explicit needs and technical capabilities. If you are looking for an easy, headache-free rollout, look at performance support systems such as Leo Performance Support that require no integration and can be up and running in no time. Your IT department will thank you.
Myth #5: It’s yet another complicated system that employees won’t use
Everyone dreads learning new software. This is not the case with performance support. Performance support makes employees look and feel like super employees as they navigate through complex applications and processes quickly, effortlessly and without making mistakes. This is achieved with step-by-step guidance, without the need for expert level technical skills. Sensors push information/support to the user whenever they need it, without the need to ask for help. The performance support system will even alert users when they have made an error and support them through the correct steps – or can even do it for them!
Myth #6: It’s a magic wand for performance improvement
With performance support in place, your company will take on a new direction towards more productivity and a more profitable bottom line. But just deploying a performance support system will not – POOF! – transform your company overnight. Leadership buy-in, clear channels of communication, company culture and follow-up are all important factors to create an environment where the changes remain and performance improvement investments yield returns.