In any organization, there is always a gap between what employees know they should be doing and what they are actually doing. This is often referred to as the knowing-doing gap.
There are many reasons why this gap exists, but one of the most common is that employees simply do not have the time or resources to take action on what they know they need to do. As a result, managers and HR professionals are always looking for ways to help employees close this gap.
One way to do this is by providing employees with the tools and resources they need to take action on what they already know. For example, if an employee knows they need to improve their writing skills, you can provide them with access to online courses or coaching. Or, if an employee knows they need to be more organized, you can provide them with time management software or a productivity coach.
The key is to find out what your employees already know they need to do and then help them take action on it. By doing so, you can close the knowing-doing gap in your organization and improve employee performance across the board.
Why is this important?
The Importance of Closing the Knowing-Doing Gap
There are many reasons why it’s important to close the knowing-doings gap in your organization. For one, it can help improve employee performance. When employees have the tools and resources they need to take action on what they already know, they are more likely to actually do it. This can lead to improved performance in both the short and long terms.
In addition, closing the knowing-doings gap can also help improve employee satisfaction and engagement. When employees feel like their employers are invested in their development and growth, they are more likely to be satisfied with their jobs and less likely to look for other opportunities.
Finally, closing the knowing-doings gap can also help reduce turnover in your organization. When employees feel supported in their development, they are less likely to leave their jobs for other opportunities. This can save your organization time and money in the long run by reducing turnover rates.
Conclusion:
Closing the knowing-doings gap is important for many reasons. It can help improve employee performance, satisfaction, and engagement while also reducing turnover rates. If you want to close the knowing-doing gap in your organization, start by finding out what your employees already know they need to do and then help them take action on it. By doing so, you can improve employee performance across the board.
