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When evaluating employees, it is important to look at performance numbers AND the impact the employee is having on your team and the rest of the company.

Are they a Positive influence on your team, or the change management program you are implementing? How are they impacting the success of others on the team?

Attitude is contagious, fostering and supporting a positive attitude is just as easy as ignoring a negative one, but has a greater overall benefit to your organization.

Don’t let performance overshadow bad behavior. Identify the behavior, address it, and look to be a positive change agent in your organization.

The real work in employee development and change management begins after the workshop or the training is completed. Billions of dollars are spent each year on employee development and training, without any real plan for what to do after the event.

What is the reinforcement plan? How do we plan to further embed the skills to change our company culture? What do we want to achieve with our employee development program, and how will we know when it has been achieved? These are just a few questions that go unanswered by organizations each year, and result in billions of employee development dollars being wasted.

There is a simple fix. When planning and budgeting for employee development, look at both the training and the follow-up after the training. This simple step will result in better overall employee development and a higher return on your investment dollars.