Engage, build and strengthen relationships
As a trainer, whether you’re leading a safety workshop, onboarding a new employee, or coaching a team on a new product, you’ll know how important it is to make your sessions stick. You know. But even with the best of intentions, training can sometimes miss the mark. Here’s a guide to help you avoid the most common training mistakes and create sessions that your learners will remember and use in their daily work.
1. Doesn’t resonate on a personal level
problem
If your training feels like it’s just about policies and rules, you risk losing your audience. People connect with stories and real-life examples, not lists of instructions.
example
If you’re onboarding new sales team members and your training is just an overview of company policy, they’re likely to ignore it. But do you want to share a story about how a thoughtful pitch helped you close a difficult deal? Sounds memorable, right?
correction
Connect training to personal and relatable experiences. Share success stories, lessons learned from failures, and client anecdotes. When people see themselves in the material, they become more interested in it.
2. Providing non-interactive presentations
problem
A one-way lecture full of slides will quickly lose people’s attention. Training should be a conversation, not a monologue.
example
Imagine running a safety training session and ending with “Do you have any questions?” A dead silence follows. Long before we got to the Q&A, the audience was checking out.
correction
Add interactive elements such as group activities, quizzes, and role-playing. For example, in a product training session, have participants demonstrate how to market your product to customers. This keeps your energy high and allows you to learn hands-on.
3. Digital tools and microlearning oversight
problem
People’s attention spans are shrinking, and learners now expect bite-sized, technology-friendly formats. Traditional methods often feel outdated.
example
In a coaching session, presenting 50 slides may not be as effective as a quick microlearning module that employees can access on their phones.
correction
Incorporate digital tools such as mobile-enabled apps and gamified platforms. For example, a microlearning lesson that explains key points in a 3-minute video will keep learners engaged and allow them to return to the content whenever they need to.
4. Ignore feedback and miss opportunities
problem
Training is not a one-way street. Without feedback, you’ll miss out on valuable insights that could improve your session.
example
Trainees mentioned how they developed shortcuts to troubleshoot common problems, which were ignored in jam-packed IT training sessions.
correction
Take the time to gather feedback and act on it. Use group discussions and post-training surveys to uncover ideas and challenges you may have missed.
5. Not training everyone you need
problem
If contractors, temporary employees, or part-time workers are not included in the training, knowledge gaps can lead to mistakes.
example
In a safe workplace, failure to train temporary workers in forklift procedures can result in accidents.
correction
Make sure your training is comprehensive. For example, during onboarding, give all new team members (regardless of role) a customized introduction to the workplace culture and systems they’ll use.
6. Rush your training
problem
Packing too much content into a short session can overwhelm and confuse your audience.
example
Rushing through conflict resolution strategies in coaching sessions for junior managers can lead to overlooking the nuances of applying the skills.
correction
Break your training into smaller, more digestible chunks. If you have limited time, prioritize the most important content and save the rest for follow-up.
7. Do it all yourself without the help of experts
problem
As a trainer, you may feel like you need to cover everything. But no one is an expert on everything.
example
Leading a technical session on new manufacturing software without involving IT professionals can lead to unanswered questions.
correction
Bring in experts to enhance your program. For example, a product designer can explain the technical aspects of a tool better than a general trainer.
8. Focus only on data and KPIs
problem
When training is too metrics-focused, it can feel impersonal.
example
Ending a customer service training session with “We need to improve your satisfaction score by 20%” won’t lead to much action.
correction
Focus on the big picture. For example, explain how improved service leads to increased customer satisfaction, stronger relationships, and personal pride in your work.
9. Not following up
problem
Without reinforcement, learners quickly forget what has been taught.
example
You teach proper lifting techniques during a warehouse safety course, but if your employees aren’t reminded, they’ll fall back into bad habits within a few weeks.
correction
Reinforce your learning with regular follow-ups like digital nudges, refresher courses, and quick check-ins. For example, send weekly videos with quick reminders about important points in your training.
Bottom line: avoid training mistakes
Whether you’re running a safety workshop, product training, onboarding session, or coaching program, the goal is the same. It’s about creating experiences that resonate, are memorable, and avoiding common training mistakes. Using these strategies, you can design trainings that your audience not only learns from, but also enjoys.
Ready to take your training to the next level? Explore tools like workplace microlearning, digital nudges, and customized content to make training a habit and transform your team.
