10 Mistakes That All Companies Make In Corporate L&D And Need To Avoid

1. Not Asking Opinions of your Team

Imagine building a kitchen without first asking the chef what they require.  That is precisely what occurs when firms develop learning & development courses and programs without consulting their personnel.  Understanding the wants and desires of those being trained is a critical component of any effective learning technique.  If you don't ask them about their emotions, comfort and opinions, especially during onboarding, then you are operating in a world of assumptions, and those are very rarely correct.

A simple survey, or even informal conversations, may show what skills employees believe they need, what topics they are interested in, and which learning techniques they like.  For example, a software development team may emphasize the need for training in a new coding language, but a sales team may request workshops on negotiating skills.  Ignoring these straightforward demands results in irrelevant training. In this case, even the best white-label LMS won't be of any good, as meeting the training needs of your people should be a top priority.

2. Not Getting Feedback

Just as asking for early recommendations is important, so is gathering feedback during and after the learning process.  Without feedback, your top LMS is functioning in a vacuum.  You will not know whether the effort is successful, entertaining, or even relevant.  

A post-training survey can collect information on participant satisfaction, knowledge acquisition, and perceived usefulness.  But do not stop there.  Conduct follow-up sessions to assess how workers are using their new abilities in their everyday jobs.  For example, after a project management workshop, observe how teams use new project tracking methodologies.  If no changes are observed, the problems in training are clear.

3. A Slow Learning Procedure

In today's fast-paced environment, quickness is everything. Being too slow is among the top 5 training problems.  Long, drawn-out training programs can rapidly lose popularity.  Employees are busy and want to see results soon.  Consider dividing training into smaller, more manageable chunks.  

Microlearning, for example, provides bite-sized chunks of information that are easy to absorb and use right away.  Rather than a full-day seminar, provide a series of short online videos or interactive quizzes.  This enables employees to learn at their own speed and plan training around their hectic schedules, especially during onboarding.

4. Forcing People to Learn When YOU Want it

Timing is everything.  Forcing your teams to attend training sessions during peak working hours is a formula for catastrophe.  They will be preoccupied, agitated, and unlikely to remember much information.  Instead, plan training during slower periods or provide flexible learning opportunities.  Allow employees to pick when and where to study.  

Offering online classes that may be accessible outside of conventional business hours, for example, allows people to study at their own speed and at their most receptive time to new knowledge. This is one of the common training mistakes that is prevalent in today's corporate world.

5. Missing Real-world Cases

Theory is valuable, but it is not sufficient.  People must observe how their new abilities apply in real-world circumstances.  Include simulations, case studies, and role-playing exercises in your training course and routine. These activities enable employees to hone their talents in a safe and supervised setting.  

For example, a customer service training program may involve simulated client encounters in which staff may practice dealing with challenging circumstances. This is how you avoid training errors that leave the employees unprepared.

6. Purchasing Or Covering The Cost Of Specific Courses For Each Employee

While personalized learning is crucial, providing specialized training for each employee is not always feasible.  This may be time-consuming and costly.  Instead, focus on offering staff a broad selection of learning tools to pick from.  

An LMS can give users access to a collection of online courses, videos, and articles.  Employees may adjust their learning to their unique requirements and interests, while the firm benefits from a cost-effective solution.  Instead of paying for a specialized course that just one individual may require, provide a membership to a platform that covers a wide range of topics.

7. Failing To Provide Proper Result-Oriented Training

Training should always be related to defined, quantifiable outcomes.  What do you expect your staff to accomplish after finishing the training?  Define specific learning objectives and track progress to ensure that the training meets its objectives.  

For example, if the aim is to increase sales performance, monitor measures like sales volume and customer conversion rates. 

Important, if your courses aren't as efficient as you had anticipated, you need to re-evaluate the training program to fix this. Don't wait till things mystically fix themselves, as this will never work. This is one of the biggest problems with training that companies overlook. So, don't wait for changes; initiate them instead.

8. Selecting A Content Supplier That Doesn't Supply A Broad Range Of Courses

Picking the appropriate content supplier is critical. Of course, you can always write it yourself, for example, letting your HRs and heads of department do that, but this is not the most efficient way to do it. Thus, you need a company that provides a comprehensive choice of courses and materials to fulfil the demands of your workforce.  A service that specializes in a single area may not be appropriate for your entire firm.  

Look for a supplier that provides training on a wide range of topics, from technical to soft skills.  A reputable service will also provide unique material that matches your specific requirements.  Choosing a supplier who serves the whole business guarantees that all workers have access to relevant and useful learning opportunities.

9. Incoherent Development Plans

An uncoordinated approach to learning and growth is unsuccessful.  Employees require a clear, logical learning path that is consistent with their professional ambitions and the company's objectives.  Individual development paths must highlight the abilities that people need to improve, as well as the tools that are accessible.

These plans should be reviewed and updated on a regular basis to guarantee their relevance. This structured approach avoids the problems of training that arise from haphazard learning.

10. Neglecting both soft and hard skills training

Many businesses concentrate primarily on technical abilities, ignoring the value of soft skills like communication, teamwork, and leadership.  A thorough and proper training plan and path must cover both soft and hard skills.  The former is vital for developing good relationships, encouraging cooperation, and establishing a healthy work atmosphere. 

A leadership development program, for example, should cover communication, conflict resolution, and team-building skills. This will develop well-rounded employees and will avoid many common training programe issues.