Employee training isn’t just about delivering information—it’s about making learning engaging, memorable, and impactful. Traditional training methods often fail to capture attention, leading to disengagement and wasted resources. Research shows that grabbing and maintaining employee attention is essential for effective learning. Yet, many organizations focus on aesthetics rather than functionality, missing the opportunity to drive real performance improvements. To maximize training ROI, companies must choose the right methods that not only look good but also deliver results. Below, we explore why traditional training methods fall short and how to select strategies that truly engage employees and enhance learning outcomes.
Rethinking traditional training methods
Traditional training methods often feel like an obligation rather than an engaging experience, leading to missed opportunities for improved learning and productivity. The issue isn’t just the materials—it’s the method. Many companies prioritize aesthetics over function, but if a training program doesn’t achieve its learning goals, it fails regardless of how visually appealing it is. With so many modern training methods available, it can be overwhelming to choose the right one. Here’s what to keep in mind:
- Engagement matters – Training should be innovative, creative, and enjoyable to maximize attention and recall.
- Function over form – A visually appealing course is meaningless if it doesn’t enhance learning outcomes.
- Variety of methods – Today’s training options are vast; selecting the right one is crucial for effectiveness.
We’ve compiled a list of the best training methods and practical guidance to help you choose the right approach for your employees.
How important is it to choose the right training method?
Everyone prefers to learn differently. Some by watching, others by listening or reading and writing, and others by doing. Some learners change their preference depending on certain conditions. The topic might also influence the appropriateness of one method over the other. Powered by technology, the types of training methods are numerous. Let’s explore the features of each training method for employees.
Different types of training methods
Most training methods target more than one learning style, whereas some focus on one particular style. And that’s OK! Because if you offer training using different types of methods, you’ll satisfy the styles of different employees. And unless the topic calls for a particular training method, you might even offer a variety of methods for a single topic.
Below are seven of the best types of employee training methods:
- Case studies
- Coaching
- eLearning
- Instructor-led training
- Interactive training
- On-the-job training
- Video-based training
Check out the details and benefits of each type!
1. Case studies
This type of training is great for developing critical thinking, problem-solving, and analytical skills. The scenarios can be real or imaginary, but in the context of employee training, they all illustrate situations at work.
Learners read the case studies and then analyze and solve them individually or in a group. Some solutions might be better than others, depend on assumptions, and be either optimal or the best possible given the circumstances.
Although case studies allow your staff to learn at their own pace, they’re most useful for less complex topics.
2. Coaching
Mentorship—another name for coaching—should be an impactful and memorable learning experience. At least, that’s the expectation of mentors and mentorees.
When your experienced staff dedicates time and effort to coaching new employees, those new employees will feel valued and supported. Put some emphasis on the time and effort required by mentors, and remember that it pays off.
Although coaching and on-the-job training might seem similar, coaching:
- Focuses on the mentor-mentee relationship
- Is more inspiring
- Is most likely to make the employee comfortable asking questions
You can also deliver coaching sessions online—making them even more accessible.
3. eLearning
You might know this one by online training. It’s computer-based training that’s delivered from a distance, online. The advantages?
- Learners can go through the content and activities at their own pace.
- There’s no need to hire an instructor.
- It scales beautifully, so the number of simultaneous learners can increase tremendously.
Oftentimes, eLearning:
- Resembles classroom training
- Uses visuals with a voiceover
- Complements lessons with videos and reading materials
As you don’t have an instructor monitoring engagement levels, you must use other means to do it. Quizzes and other types of interactive activities are wonderful for that purpose. They also allow you to appraise the progress of each employee and the effectiveness of the training.
4. Instructor-led training
Whether it’s in-person or online, an instructor-led training session is very much based on the dynamics of a classroom.
- Led by an instructor
- With a presentation—just like a lecture
Although an academic-like classroom experience may not seem thrilling to some learners, the method has some significant pros.
- Learners can ask the instructor questions that the materials don’t cover in real-time.
- Instructors can monitor learners’ progress and engagement.
- Learners and instructors can build a relationship with each other.
- Complex topics are sometimes easier to teach in a classroom.
On the other hand, whether they’re online or physical, classrooms—or instructor-led training sessions—have some cons.
- A high number of learners prevents the instructor from interacting one-on-one with all of them.
- Learners can’t learn at their own pace since there are multiple learners in the (in-person or virtual) room.
5. Interactive training
Anything interactive has the potential to grab our attention. And training is no different! That’s why interactive training is highly engaging and effective. Learners absorb more information, retain it faster, and recall it for longer periods of time.
The success of interactive training comes from being practical rather than theoretical. So, employees learn by applying knowledge in a realistic setting.
Here are three examples of interactive training:
- Game-based training: Using rewards like points increases motivation levels, and this type of training can make learning fun.
- Roleplaying: A facilitator manages the process of acting out different work scenarios with the learners. It’s especially effective for client or customer interaction training as it explores difficult situations in a controlled environment.
- Simulations: These can be appropriate for learning specialized, complex skills, like for medicine or aviation training. Simulations set up real work scenarios for the learners, so augmented or virtual reality can be great simulation tools.
6. On-the-job training
Also known as hands-on training, on-the-job training is all about the practical skills that a job requires. Therefore, the employee learns by going through the experience of executing real activities at work.
On-the-job training reduces the time before the employee starts performing their job function. It can take different forms, such as:
- Internships: Interns obtain guidance, support, and training from the company that hired them. And the more prior knowledge they have of what the job entails, the better for their future success.
- Rotations: Job rotations boost employee motivation, satisfaction, cooperation, and commitment to the company. By exposing the employee to different business areas of your company, they develop skills they might not otherwise have and a deeper understanding of and commitment to the company as a whole. This increases retention levels and your employees’ chances of moving up in their own department or in another.
- Shadowing: New hires observe existing employees while they work, ask questions, and sometimes help with tasks. By doing that, new hires understand how they’ll have to do their work before they actually have to do it.
Employee engagement—or interest and involvement—is vital for the success of on-the-job training. Engagement is typically heightened with on-the-job training since it’s individual and the learning activities intimately relate to the employee’s job.
On-the-job training produces results quickly and is also appropriate for teaching and developing leadership skills.
7. Video-based training
Speed and efficiency—these are the keywords that propelled video as an employee training vehicle. Additionally, it became popular because it can be way more interesting than traditional training methods. It’s highly engaging and can be entertaining as well!
Animations raise information recall to impressive levels. Live-action videos are great for demonstrations. Webinars and screen recordings of step-by-step procedures can take a simple list and turn it into an entertaining, story-based how-to.
Video-based training is easily accessible and repeatable—the employee can watch the video as many times as they need. Also, it doesn’t require an instructor.
Now that you know each one of the types of training methods for employees, are you ready to choose? Here are some tips on making the right choice for your organization!
How to choose the right employee training method
To choose a training method, you should analyze your training needs from two perspectives.
- The goal of your training program: Different types of employee training fit different purposes.
- Coaching is perfect for teaching leadership, emotional intelligence, or change-management skills.
- eLearning is especially useful for teaching company policies.
- Roleplaying works well for teaching how to deal with employees who don’t follow company policies.
- Video-based training is great for teaching new knowledge, such as industry or technological trends.
- The audience for training: You should aim for a training method that attains the goals of your training program, right? To get there, you need your target audience to believe in the benefits of the program. And some training methods are better than others for specific audiences.
- Older employees might feel more comfortable with instructor-led training.
- Millennials often prefer training methods compatible with mobile devices, such as games and video.
- Any online training is most effective when employees are remotely located, are senior-level staff with limited availability, or travel a lot.
Measuring the Effectiveness of Training Methods
To ensure your training program achieves its goals, you need to measure its effectiveness. Start by identifying the key improvements you expect and how employees should perceive the training—these will be your metrics. Once defined, use the following methods to collect data:
- Employee performance comparison – Measure key metrics (e.g., sales closing rate, customer satisfaction, task efficiency) before and after training.
- Learner engagement analytics – Use xAPI (Tin Can API) to track engagement in personalized or adaptive training programs.
- Adoption of software or processes – Assess task completion rates and efficiency before and after training on new software or workflows.
- Pre- and post-training assessments – Conduct quizzes to measure knowledge, skills, and behavioral improvements.
- Real-time progress tracking – Use interactive quizzes and feedback polls within training modules to monitor learning in real time.
- Post-training feedback surveys – Evaluate learner satisfaction, as higher satisfaction increases the likelihood of applying new skills.
- Cost-benefit analysis – Compare training costs with financial and morale-related benefits to determine the most effective methods.
- Learner interviews – Gather insights from employees whose performance improved and those who struggled to refine future training efforts.
By leveraging these methods, you can ensure your training programs drive meaningful improvements.
Customize Your Training for Maximum Impact
Selecting the right training methods is key to ensuring your employees gain the skills they need. A blended approach—tailored to your team’s unique needs—can maximize engagement and effectiveness. The best method depends on your goals, audience, and the outcomes you want to achieve. Let us help you determine the ideal training strategy for your organization. Contact us today to explore customized solutions that drive real results.
