Why 91% Of The Training Programs Fail To Deliver Results


Every Employer wants the best training for their employees to enhance their performance and achieve business goals. Expert facilitators and exotic training locations are considered to make training programs successful. However, it takes more than just that to make a training program even more impactful. 91% of the training programs fail to achieve business goals because employers make these 7 mistakes.


1. Identifying training as a solution without substantial reasoning: Employers need to identify if training is the only solution. Sometimes, performance is affected by the environment - lack of appreciation or motivation; the tools used, or the processes followed. A simple change in them may solve the problem. Training may not be required at all.


2. Failing to communicate the benefits of training to the employees: Employers should communicate the need for training and its benefits to the employees rather than just forcing them to train. As per the Adult Learning Principles, adults need to know why they should learn or how they can benefit from it, for them to learn and acquire new skills. Failing to do so, leads to training becoming a mere fun activity.


3. Irrelevant Content: The training should impart skills that help the employees perform their tasks efficiently. It should focus on practical application, hands-on practice, and constructive feedback for improvement, rather than just sharing theoretical knowledge. The content of the training plays a vital role in achieving this. If the content isn’t designed and customized as per the business needs, the training program is sure to fail.


4. Boring training methods: No one likes to sit in a room full of people just looking at PowerPoint slides and listening to the trainer speak. Be it an ILT, VILT, or WBT; Online or Offline training; people learn more when they interact with the content. Training programs need to be highly interactive than just a one-way download of information. Employers need to make use of the technological advances in the training industry to make it even more effective.


5. Lack of pre-training or pre-requisite skills: Any upgrade or advanced skills training is of no use without the prerequisite skills. Imagine being trained on advanced excel skills without getting your basics right.


6. Wrong training methodology or tools: Baby boomers may not appreciate learning on mobiles, as they may not like learning using apps or technology. An ILT without much interaction may not suit Gen Z's style of learning, as they love to interact with everything and prefer learning using technology. Considering the learning styles and using the right training tools and methodologies aids learning.


7. Ineffective training evaluation: Most employers don’t go beyond just asking the participants if they liked the training program or if they will be able to apply the learnings from the program on the job. What matters more is their performance after training. Whether they liked the program or if they think the learning will be useful, is important yet secondary. Evaluating their performance after training and making substantial changes to the program as required is the key to achieving business goals.

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