The Training Fix – Issue #1
Every year, companies invest billions in employee training—yet much of it fails to deliver real results.
- Employees forget 70% of what they learn within 24 hours.
- Less than 20% apply what they’ve been taught on the job.
- HR teams struggle to prove training ROI, making it difficult to secure leadership buy-in.
Why? Because most corporate training is inconsistent, unengaging, and lacks real-world application.
The good news? It’s fixable. Let’s break down the key issues and how to solve them.
The Three Biggest Reasons Corporate Training Fails
1. Training Is Disconnected from Business Goals
Many companies roll out training programs without aligning them to actual performance needs. Instead of solving a clear business problem, training becomes a check-the-box activity with no real impact.
How to Fix It:
- Start with a Training Needs Analysis (TNA) to identify real skill gaps.
- Align every training session with a measurable business goal.
Example: Instead of generic leadership training, design a program that reduces time-to-productivity for new managers by 30%.
2. Training Lacks Engagement & Real-World Application
Most corporate training is too long, too passive, and too theoretical. Employees sit through lengthy slide-heavy sessions with no connection to their daily work—so they tune out.
How to Fix It:
- Use microlearning to break content into digestible, engaging lessons.
- Replace passive content with scenario-based learning and interactive exercises.
- Encourage discussion, role-play, and hands-on problem-solving instead of just lectures.
Example: Instead of requiring employees to watch a 2-hour compliance video, break it into 5-minute interactive modules with real-life scenarios.
3. No System for Measuring Training Effectiveness
Many HR and L&D teams lack a clear system for tracking whether training actually improves performance. Without measurable results, it’s hard to secure leadership buy-in or optimize future training.
How to Fix It:
- Use Kirkpatrick’s Four Levels of Evaluation to track impact: Level 1: Did they like it? (Surveys)Level 2: Did they learn? (Quizzes & assessments)Level 3: Are they applying it? (Manager feedback)Level 4: Is it improving business outcomes? (Performance data)
- Leverage SCORM-compliant platforms & analytics to track training completion, engagement, and application.
Example: Instead of just measuring course completion rates, track whether employees apply what they learned in real work situations.
The Training Fix: A Better Approach to Learning & Development
To make training stick, scale, and succeed, companies need a structured approach—which is exactly why I use the MAPS Framework:
- M – Measure Learning Needs (Start with a Training Needs Analysis)
- A – Architect the Training Structure (Design engaging, scenario-based training)
- P – Package & Standardize (Ensure consistency across teams)
- S – Scale & Measure Impact (Prove ROI with analytics & performance tracking)
Let’s Fix It Together
This is exactly what I help companies do—design training programs that are engaging, effective, and actually drive results.
What’s the biggest challenge you’ve faced in corporate training? Reply and let me know—I’d love to cover it in a future issue.
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📩 Want help improving your company’s training? Let’s connect!