Companies spend thousands on training every year.
Employees attend workshops, complete e-learning modules, and go through long manuals.
Yet, when they get back to work, they struggle to apply what they learned.
It’s frustrating for both employees and businesses.
So what’s going wrong?
The problem isn’t just the content.
It’s how the training is designed.
This is where instructional designers come in.
They know the key to making training stick.
Why Training Often Falls Flat
Most training fails because it doesn’t consider how people actually learn.
It’s either too much information at once, not engaging enough, or too disconnected from real-world tasks.
Here are some of the biggest mistakes businesses make when designing training.
1. Too Much Information at Once
A common mistake is trying to cram everything into one session.
Employees get overwhelmed and forget most of it by the next day.
Research shows that people forget up to 70% of new information within 24 hours unless it’s reinforced.
Training should be broken into smaller, focused lessons with time to apply what’s been learned.
This approach, called “spaced learning,” helps people retain information better.
2. Training That Doesn’t Match Real Work
Many training programs are too theoretical.
They explain concepts but don’t show how to use them in real situations.
Employees walk away with knowledge but no idea how to apply it.
Good training connects directly to the tasks employees need to do.
This means using real-life examples, hands-on practice, and scenarios that reflect daily work.
If employees can’t see how training applies to their job, they won’t use it.
3. No Engagement or Interaction
Sitting through long presentations or clicking through endless slides is boring.
People learn best when they’re actively involved.
Interactive training—like discussions, problem-solving activities, and hands-on tasks—keeps people engaged.
It also helps them remember information better.
If training feels like a chore, employees will tune out and forget most of it.
4. One-Size-Fits-All Training
Not everyone learns the same way.
Some people learn best by reading, others by watching videos, and some by doing hands-on tasks.
Good instructional design includes different formats to reach all learning styles.
A mix of videos, written guides, hands-on practice, and discussions makes training more effective.
When people can choose the format that works best for them, they learn faster and retain more.
5. No Follow-Up or Reinforcement
Training shouldn’t end when the session is over.
Without reinforcement, people forget what they learned.
Follow-up materials, refresher sessions, and real-world practice help training stick.
Employees should have access to quick reference guides, job aids, and support after training.
Ongoing learning keeps skills fresh and improves retention.
What Instructional Designers Do Differently
Instructional designers understand how people learn.
They design training that is clear, engaging, and useful.
Here’s how they fix common training mistakes.
1. Breaking Content into Smaller, Focused Lessons
Instead of overwhelming employees with too much information, instructional designers create structured learning paths.
Shorter, focused lessons help employees absorb and apply what they learn.
Microlearning—small, bite-sized training modules—works well for busy employees who don’t have time for long sessions.
2. Making Training Practical
Good training is built around real-world tasks.
Instructional designers include scenarios, role-playing, and hands-on exercises.
This makes training directly useful and helps employees apply what they learn immediately.
3. Using Interactive and Engaging Methods
People learn better when they’re involved in the process.
Instructional designers use quizzes, group discussions, hands-on practice, and storytelling to keep training interesting.
This keeps learners engaged and improves retention.
4. Customising Training for Different Learning Styles
A mix of formats—videos, infographics, written guides, and interactive elements—helps reach different types of learners.
Employees can choose the format that works best for them, making learning more effective.
5. Reinforcing Learning Over Time
Good training doesn’t stop after one session.
Instructional designers include follow-up activities, refresher courses, and job aids.
Reinforcement helps employees retain what they learned and apply it long term.
Takeaway
Most training fails because it doesn’t consider how people actually learn.
Too much information, boring presentations, and a lack of real-world connection make training forgettable.
Instructional designers know how to fix this.
They create training that is clear, engaging, and directly useful.
If businesses want training that works, they need to stop wasting money on ineffective programs.
Good instructional design makes all the difference.
