1. 10 Alternatives to Investing in a
Learning & Performance Program
Or, How to Miss the Forest for the Trees

2. Accept High Employee
TURNOVER

3. Trust that
workplace tension
will resolve ITSELF

4. Convince your leadership team that
Succession Management isn’t feasible
??? ??? ???

5. Convince your employees that
??!?
???! ??!?
Career Pathing isn’t feasible

6. Be convinced that
Employee Performance
Will on its ownimprove

7. Dismiss Employee Job Satisfaction numbers
%% Vs.
as subjective and irrelevant

8. Believe that processes tend to become more
effective and efficient over time
ENTROPY

9. ?
?
?
?
TRAINING
Allow each department to handle training
in their own way

10. Believe that “sink or swim” is an effective
onboarding method for new employees

11. Expect performance improvement to be spontaneous.
Insanity is doing
the same thing
and expecting
different results.
We can’t solve problems
using the same kind of
thinking we used when
we created them.

12. Are these approaches the best investment
in your company?
1. Accept high employee turnover
2. Trust that workplace tension will resolve itself
3. Convince your leadership team that Succession Management isn’t feasible
4. Convince your employees that Career Pathing isn’t feasible
5. Be convinced that Employee Performance will improve on its own
6. Dismiss Employee Job Satisfaction numbers as subjective and irrelevant
7. Believe that processes tend to become more effective and efficient over time
8. Allow each department to handle training in their own way
9. Believe that “sink or swim” is an effective onboarding method for new employees
10. Expect performance improvement to be spontaneous

13. Hopefully, you understand that creating a Learning & Performance
Team is a valuable investment in your company and less costly in the
long run than the alternatives.
If you would like to discuss how your company could benefit from a
Learning & Performance effort, use the contact info below.
Douglas Audirsch
www.DougAudirsch.com
doug@dougaudirsch.com
832-543-3101