top of page

Why Training Programs Fail

Disappointed man looking at plunging graph.

Every company wants the best training for its employees. Expert facilitators deliver this training at exotic locations, yet the programs fail. Here are eight of the most common reasons why training programs fail.

1. Identifying training as a solution without substantial reasoning:

Employers must determine whether training is the only solution. The environment can sometimes have an impact on performance, such as a lack of appreciation or motivation, as well as the tools used, or the processes followed. A simple change in them may be enough to solve the problem. Training may not be necessary at all.

2. Lack of clear objectives and poor planning:

If the goals and objectives of the training program are not clearly defined, it can be difficult to measure the success of the program. Poor planning leads to poor results.

3. Failure to communicate the benefits of training to the employees:

Rather than simply forcing employees to train, employers should communicate the importance of training and its benefits to them. Adults must understand why they should learn or how they will benefit from it to learn and acquire new skills, according to the Adult Learning Principles. Failure to do so results in training becoming merely a recreational activity.

4. Irrelevant Content:

The training should provide employees with skills that will allow them to complete their tasks more efficiently. Rather than simply sharing theoretical knowledge, it should emphasize practical application, hands-on practice, and constructive feedback for improvement. The training content is critical in accomplishing this. The training program will fail if the content is not designed and customized to meet the needs of the business.

5. Inappropriate training methods:

Nobody wants to sit in a room with a bunch of strangers just looking at PowerPoint slides and listening to the trainer speak. People learn more when they interact with the content, whether it is an ILT, VILT, or WBT; online or offline training. Training programs must be more interactive than a one-way information download. Employers must take advantage of technological advances in the training industry to make it more effective.

Learning is aided by taking into account learning styles and employing the appropriate training tools and methodologies. Baby boomers may dislike learning on mobile devices, just as they may dislike learning through apps or technology. An ILT with little interaction may not suit Gen Z's learning style, as they like to interact with everything and prefer learning through technology.

6. 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 in advanced excel skills without getting your basics right. Ensuring everyone has the basic skills necessary to learn more advanced skills is necessary.

7. Ineffective training evaluation:

Most employers do not go beyond simply asking participants if they enjoyed the training program or if they will be able to apply what they learned on the job. What is more important is their performance after training. It is important, but secondary, whether they liked the program or believe the learning will be useful. The key to meeting business objectives is to evaluate their performance after training and make significant changes to the program as needed.

8. A lack of follow-up and reinforcement:

If the training program is not followed-up and reinforced with activities such as coaching or feedback, participants may forget what they learned and won't be able to apply their new skills or knowledge at work.

Overall, it is critical to carefully plan, design, and implement training programs with clear goals and objectives, effective delivery methods, adequate resources, and follow-up support.

Sawan D

Sawan is a Learning/Training consultant with over thirteen years of rich experience in training. He has been associated with companies like Amazon, Various Multinational and Domestic Companies, Leading Training Organizations, and prestigious Educational Institutes. He is a go-to person for setting up and leading training teams, managing training programs, and creating and curating content for online and offline learning. He is passionate about helping companies revive their training interventions and enable their workforce to achieve business goals.


bottom of page