Top 10 Most Common Mistakes in Employee Training

Even well-intentioned training can fail if key mistakes go unnoticed. These are 10 common mistakes we often see in the field of employee training, along with how to avoid them.

1. No Clear Learning Objectives
One of the most common mistakes in employee training is the lack of clear learning objectives. Without specific, measurable goals, both trainers and learners struggle to understand what success looks like, leading to confusion and inconsistent outcomes. Clear objectives guide content development and help employees focus on relevant skills, improving engagement and effectiveness.

• Happens when training is rushed or created without end goals

• Results in learners not knowing what success looks like

• Fix it by writing specific, job-relevant learning outcomes from the start

2. Generic, One-Size-Fits-All Content
A frequent error is using generic, one-size-fits-all training that fails to address the unique needs of different roles or risk levels. This approach disengages learners and wastes time, as employees find little relevance to their daily tasks. Tailoring training content to specific job functions and contexts enhances relevance and learner motivation.

• Happens when organisations use off-the-shelf modules for every role

• Leads to disengagement and poor relevance

• Fix it by tailoring training for job roles, risk level, and learning context

3. Relying Only on Passive Learning
Many training programs fall into the trap of relying solely on passive methods like lectures or slide decks. This common mistake in employee training reduces engagement and retention, especially in technical or high-risk roles. Incorporating interactive elements such as simulations, quizzes, and role plays boosts active participation and knowledge retention.

• Happens when budget or time limits restrict interactivity

• Employees tune out or forget key steps

• Fix it with simulations, role play, branching scenarios, and guided walk-throughs

4. No On-the-Job Reinforcement
Training without follow-up or on-the-job reinforcement often leads to rapid forgetting. Without practical application and continuous support, employees fail to transfer knowledge into skills, undermining training investments. Pairing formal training with mentoring, coaching, and performance tools helps embed learning into daily work.

• Happens when there’s no follow-up plan post-training

• Results in low transfer of learning to the actual job

• Fix it by pairing employee training with on-the-job support, mentoring, and performance tools

5. Skipping Risk-Specific Training
Treating safety or compliance training as a box-ticking exercise with generic modules is a common mistake that leaves critical risks unaddressed. Employees need scenario-based, role-specific training to prepare for actual hazards they face. This targeted approach reduces blind spots and improves operational safety.

• Happens when safety is treated as a box-ticking exercise

• Employees aren’t trained for the actual hazards they face

• Fix it by creating scenario-based, role-specific safety content

6. Poor Use of Visual or Digital Tools
Overloading training with text-heavy materials and neglecting modern visual or digital tools is another frequent error. This limits learner understanding, especially for complex or process-heavy topics. Using videos, animations, and interactive formats clarifies concepts and keeps learners engaged.

• Happens when content creators don’t leverage modern formats

• Limits understanding of procedures or consequences

• Fix it by using video, animation, or simulation to clarify complex ideas

7. No Feedback or Assessment
Skipping feedback and assessment makes it impossible to gauge employee progress or identify knowledge gaps. Without regular checks and constructive feedback, employees continue making mistakes, and training effectiveness remains unknown. Implementing assessments and feedback loops ensures continuous improvement and accountability.

• Happens when training is delivered with no follow-up checks

• Makes it hard to track who is ready and who needs support

• Fix it with clear assessments, knowledge checks, and feedback loops

8. Treating Training as a One-Time Event
Viewing training as a single event rather than an ongoing process is a common mistake that leads to skill decay and compliance risks. Knowledge fades quickly without refreshers or spaced repetition. Incorporating microlearning, refresher courses, and continuous learning opportunities sustains skills over time.

• Happens when training is treated as a deadline, not a process

• Creates long-term skill gaps and compliance risks

• Fix it by using spaced repetition, refreshers, and microlearning follow-ups

9. Ignoring Employee Input
Designing training programs without consulting employees often results in irrelevant or outdated content. Frontline workers possess valuable insights into real challenges and learning needs. Involving employees in planning and reviewing training increases relevance, engagement, and effectiveness.

• Happens when training is designed top-down without consultation

• Leads to irrelevant, outdated, or incomplete modules

• Fix it by involving employees in planning, testing, and reviewing content

10. Failing to Measure Impact
Finally, failing to measure training impact is a widespread mistake that leaves organizations guessing about ROI. Without tracking behavioral change, performance improvements, or incident reduction, it’s difficult to justify training investments or make data-driven improvements. Establishing clear KPIs and measurement systems is essential.

• Happens when no tracking or KPIs are set

• Makes it impossible to link training to real performance outcomes

• Fix it by measuring behavioural change, incident reduction, or task accuracy

How Does SHIIFT Training Help With These Issues?

Clear Learning Objectives
SHIIFT designs training with clear, measurable goals to improve knowledge retention and behavior change. Our “Learning From Incidents” examples transform real accident data into impactful safety lessons using 2D/3D animation and video based on clear learning objectivs, helping organizations clearly target key safety risks and learning outcomes.

Tailored, Role-Specific Content
SHIIFT often creates bespoke training scenarios tailored to specific job roles and hazards. For example, our lockout tagout training project delivers a 10-20 minute VR experience focused specifically on training for lockout tagout technicians, with all the relevant training they require.

Active, Engaging Learning Methods
Our interactive training solutions are a great way to boost engagement and knowledge retention, which we’ve proved countless times through various projects. We are big on promoting active learning as opposed to relying on passive learning methods.

On-the-Job Reinforcement
SHIIFT’s multi-mode training approach (Train, Practice, Assessment) is a heavy focus in our simulation and process training projects, this method supports ongoing skill reinforcement beyond initial sessions. Our training simulations guide users step-by-step through different procedures with immediate feedback, reinforcing correct behavior on the job, with the same formula used in:

• Nutrien Ammonia Training
• Nutrien Driver Training
• Lockout Tagout Training
• And more

Risk-Specific, Scenario-Based Training
Our training is designed around actual workplace hazards and compliance needs, often with a focus on highly specific risks or scenarios like Hand Safety VR or Distracted Driving.

Modern Visual and Digital Tools
SHIIFT leverages VR, AR, desktop/web simulations, mobile apps, animations, and video to clarify complex safety concepts. We support a wide variety of mediums and platforms for training content with a high quality of visual appeal in mind.

Regular Feedback and Assessment
Along with our often used ‘assessment mode’, SHIIFT integrates analytics and assessment tools to track learner progress and identify gaps in learning. Our training is designed from the get go to capture user comprehension data and report it into clients’ LMS, enabling data-driven training improvements and accountability, based on specific client needs and requests.

Ongoing, Continuous Learning
SHIIFT structures its training for repeated access and spaced practice, helping skills stay sharp over time. Our training is always readily available and encouraged to be reused for refresher training to support ongoing competency and compliance.

Employee Involvement in Design
SHIIFT collaborates with clients and end users to ensure training content is relevant, brand friendly and so that you get the product you’re searching for. With weekly/bi-weekly feedback sessions showing project progress and learning what you love about the product, or what needs to change before delivery.

Measuring Impact and ROI
Our data-driven approach demonstrates measurable improvements in safety and operational performance. For a better look at how some of our projects have had a measurable impact and return on investment, check out our post on examples of vr training reducing costs.

At SHIIFT, we design custom learning solutions for high-risk industries, from scenario-based eLearning to visual safety animations and realistic simulations. Whether you’re improving onboarding or reinforcing on-the-job training, we create content that sticks and protects.

Send us a message with by clicking below to get in touch with us! We’ll come up with an solution to combat any issues you’re facing in training your employees.