Easy fixes for training that doesn’t work
To be honest, what comes to mind when you hear the word “training”? Some people may think they are learning something new, improving their skills, and perhaps inspiration. For others, death from PowerPoint, long-standing lectures, and the idea that “I can do something more convenient now.” If your training session feels more like a chore than an opportunity, it might be time to go back and ask: what’s really the problem? In this article, we will analyze the most common reasons why training doesn’t stick to you and what you can do to fix it. Think of it as your guide to turning a dull session into something you’re actually looking forward to.
5 Ways to Modify Your Training Program
1. Training is not always the answer
This is a classic. There are problems at work, customers are unhappy, people are conflicting, mistakes are piled up. The first response is, “Let’s train!” However, not all problems require training. Before designing a session, I ask two simple questions:
Do people have the skills and knowledge they need? Do they want to do their job well?
If they are motivated but don’t know how to do something, training can help. However, if the problem is attitude, motivation, or unclear expectations, the amount of slides or handouts will not correct it.
Quick Fix
Before you create a course, understand what the actual problem is. If it’s not about skills or knowledge, training won’t solve it. Maybe what you really need is a conversation, a change in the process, or coaching support. Your job is to guide your team to the right solution, even if it’s not training.
2. I feel that training is useless
Have you ever sat through the session and thought, “This has nothing to do with my job”? It happens more than you think. When content is not tied to real challenges, it’s easy for them to zone out as people face it on a daily basis. For example, imagine how to introduce yourself over the phone to a senior sales person. You will lose them before you start.
Quick Fix
Find out what people really need help. Spend time talking to them, sending you a quick investigation, and observing how they work. What slows them down? Do they hope they knew how to make it better? Design your training around it. The better you understand their world, the more relevant (and appreciated) your training will be.
3. People don’t know about training
This is surprisingly common. People are missing out on a great session just because no one is telling them about it clearly or frequently enough. In many cases, trainers assume that people will show up when a session is planned. But in a busy workplace, things go through the cracks.
Quick Fix
Advertise your training like a cool event. Use multiple channels, including email, slack, posters, and presentations at meetings. Ask the manager to personally invite the team. And it’s not just about saying what training is. Tell them why it is important and how it helps. Reminders are also helpful. A simple follow-up message or calendar invitation can go a long way.
4. It’s boring
Let’s face it. No one wants to sit down with two hours of bullet points and monotonous narration. Boring training is not only annoying, but also a waste of everyone’s time. If the learners are not engaged, they don’t remember much. Worse, they fear the next session.
Quick Fix
Make things interactive. Ask me a question. Use a real example. Create spaces for people to talk and reflect. Try mixing things up with videos, short quizzes, or group activities. Even better – make it personally. Shows how content connects to everyday work. They pay attention when people can see how something applies to them.
5. “There’s no time for that.”
“I want to, but I don’t have time.” Does it sound familiar? While most employees want to grow and learn, between meetings, emails and deadlines, training feels like another thing on the list.
Quick Fix
It’s going to be flexible. It provides bite-sized content that people can access when they work for them. If they’re on the go, make it mobile-friendly. If they are on the ground, make it practical and short. Online modules, short videos, or “Lunch and Learning” formats can work incrediblely. And if you are offering something longer, make sure it’s worth their time, and they know it. It also makes it easy for managers to support training times. If leaders value it, their teams value it too.
I’ll summarise that
Great training is more about connections than just content. When you know your audience, meet them where they are and provide something truly useful, everything changes. Here’s a quick summary:
Ask the right question first: Training is not always a revision. Make it relevant: Help us solve real problems. Spread the word: promote your session so that you mean it. Make it interesting: No one likes being boring. Respect their time: be flexible and practical.
London Intercultural Academy (LIA)
London Intercultural Academy (LIA) is a global e-learning platform dedicated to corporate excellence, offering diverse dynamic and interactive accreditation courses with high completion rates, ensuring excellent ROI and results
