Most training does not work. Employees sit through hours of content, tick boxes on compliance courses, and then forget most of it within days.
Businesses spend thousands on training programs, yet people still struggle to apply what they have learned.
The problem is not your employees.
It is how they are being trained.
Instructional designers know this.
They use psychology, engagement techniques, and real-world learning strategies to make training stick.
If your training is boring, overloaded, or disconnected from real work, people will zone out and forget everything.
Here is why most corporate training fails and what instructional designers do differently.
Why Most Training Fails
Most businesses approach training like a one-off information dump.
They pack too much content into long PowerPoint slides, outdated manuals, and dry videos.
Employees passively consume information, but they are not really learning.
Studies show that within 24 hours, people forget 70% of what they have learned.
Within a week, that number jumps to 90%.
That means businesses waste time, money, and effort creating training that employees will barely remember.
Here is why.
Information Overload Kills Learning
Most training programs try to cover too much at once.
People cannot absorb endless slides, pages of text, or hours of talking.
The brain can only retain a limited amount of information at a time.
Without repetition, real-world examples, and interaction, new knowledge gets lost.
Instructional designers break training into smaller, focused chunks so people can retain and apply what they learn.
Most Training Does Not Feel Relevant
Employees check out when they cannot see how training applies to their real work.
Too many programs are generic, filled with abstract concepts instead of practical steps.
People need real-world examples and hands-on practice to make learning stick.
Instructional designers focus on relevance by creating scenarios, case studies, and simulations that mimic real workplace situations.
Passive Learning Does Not Work
Sitting through a two-hour lecture or clicking through slides is not real learning.
People need engagement, interaction, and practice.
Studies show that active learning techniques increase retention by up to 75%.
Instructional designers use quizzes, group discussions, role-playing, and hands-on activities to keep people involved.
They make employees part of the learning process, rather than just passive listeners.
How Instructional Designers Make Training Stick
1. They Design for How the Brain Learns
People learn best when information is given in small, digestible chunks.
This is called microlearning—short, focused learning sessions that help people absorb and retain information.
Instead of a one-time training session, instructional designers spread learning over time, reinforcing key concepts.
2. They Make Training Interactive
People learn by doing, not just watching or listening.
Instructional designers use simulations, role-playing, and hands-on exercises to help employees apply what they learn.
Instead of clicking “next” on a slide deck, employees work through real-world scenarios that prepare them for their jobs.
3. They Use Visuals to Make Learning Easier
Text-heavy slides and documents do not work.
People process images 60,000 times faster than text.
That is why instructional designers use infographics, videos, and diagrams to explain concepts clearly and quickly.
A well-designed process map or visual step-by-step guide is easier to understand than a page of text.
4. They Design for Real-World Use
Training is useless if people do not apply what they have learned.
Instructional designers make sure employees can immediately use new skills by designing training that is:
✅ Job-specific
✅ Practical
✅ Easy to reference
They create quick reference guides, process maps, and interactive job aids so employees can find what they need when they need it.
5. They Use Reinforcement Techniques
One-time training does not work.
People need reminders, follow-ups, and ongoing learning.
Instructional designers plan reinforcement strategies, like:
🔹 Follow-up quizzes
🔹 Job aids and cheat sheets
🔹 Coaching and peer discussions
This ensures people remember and apply what they have learned.
The Cost of Bad Training
Bad training does not just waste time—it hurts the business.
📌 Higher error rates—employees make mistakes because they do not remember what to do.
📌 More support requests—people constantly ask the same questions because training did not stick.
📌 Lower productivity—employees struggle to apply what they have learned, slowing everything down.
📌 Increased turnover—frustrated employees leave when they feel unsupported or unprepared.
Companies that invest in well-designed training see:
✅ Better performance
✅ Faster onboarding
✅ Fewer mistakes
✅ Happier, more confident employees
Takeaway
If your training is not designed for how people actually learn, it will fail.
Employees need training that is clear, relevant, and easy to apply.
Instructional designers understand how the brain works and create learning that sticks.
Bad training costs businesses time and money.
Good training makes employees more capable, confident, and productive.
The difference?
How the training is designed.
