Seven Reasons Why Training Are Not Effective & What You Can Do To Improve

Reason 1

“People rarely are held responsible for using what they learned in a course or workshop when
they get back to the workplace.”

What You Can Do

1. Give people a clear message before participating in training what the expectations of them will
be when they return.
2. Plan some time with the participant both before and after the training session.
3. Let participants know before they attend that an action plan is expected as a result of the
training session. (Then be interested in the outcome.)

Reason 2

“Often training has no connection to the strategic objectives of the organization, not supported
in the organization – or given the time to work.”

What You Can Do

1. Make training decisions based on strategic direction and real performance gaps. Once those
training priorities have been set, stick to them.
2. Resolve to give the training time and support to work.
3. Use real work in the training when possible

Reason 3

“The piling on the work paradigm”
People may resent having to be in the training because they don’t understand why they’re
there, and they know they’ll have to work harder when they get back to the job to catch up

What You Can Do

1. Make a commitment to get a return on that training investment.
2. Resolve to give the training time and support to work.
3. Set up a plan to handle the work while the participant is learning. This action speaks volumes
about the importance of the training

Reason 4

“Old habits are hard to break! Habits are especially hard to break when there is no support for
the new skills and behaviors back in the workplace.”

What You Can Do

1. Give people a clear message before participating in training what the expectations of them will
be when they return.
2. Let them know before they attend, that an action plan is expected as a result of the training
session. (Then be interested in the outcome.)
3. Ask them how you can help them reach their new performance goals. All of these actions will
make accountability clear.

Reason 5

“One size fit all syndrome; management doesn’t really know who needs the new skills and
knowledge.”

What You Can Do

Base training and participation decisions on skills needed to be effective in the workplace.

Reason 6

The lone ranger situation.
No one they work with has the same new skills and knowledge that they do. Without support,
as a Lone Ranger, the new ideas they bring back may not get implemented due to peer
resistance or ignorance.

What You Can Do

1. Give an entire work group training in new information and skills at the same time. (Whenever
possible and appropriate.)
2. Build training that is linked to the problems at work as well.
3. Use real work in the training when possible.

Reason 7

“Training time is compacted in the name of practicality or efficiency,. Trainers are asked to
complete the training in shorter and shorter time blocks.”

What You Can Do

1. Give the trainers some muscle - let them be strong advocates for training that is skill based,
and not just meant to fill the ever-shortening time slot.
2. Determine clear performance outcomes for the effort up front