The Bureau of Labor Statistics says that while 70% of employees received formal training last year, the quality of these programs often falls short. Many organizations rely on outdated learning methods that no longer resonate with today’s workforce. This creates a disconnect between the training offered and the real growth employees are eager for.
It’s time to debunk the myths and old-school beliefs holding your team back. Employees crave actionable, engaging training that empowers them to succeed. Here are five common misconceptions to let go of as you revamp your programs to prepare your workforce for the future.
1. Employees respond best to their specific learning styles
For years, people were believed to have distinct learning styles, such as auditory learners who absorb information through listening or visual learners who rely on images and videos. Many training programs still cling to this theory, customizing content to fit these preferences. However, research now shows that focusing on learning styles can limit the effectiveness of your programs.
However, research disproves that employees can be neatly categorized into a handful of learning styles. First, there are more than 50 different theories of learning, ranging from kinesthetic (hands-on) education to learning through cell phones. Next, many people self-report their learning styles, which means the information could be biased or inaccurate.
Instead of tailoring content to fit learning styles, focus on creating dynamic, interactive experiences that engage all learners. By incorporating tools that promote active participation, you can reach your entire audience—no matter their learning preference. For example, they can share a video with captions, allowing learners to hear and see the content. They can reinforce the messages with interactive activities like a Word Cloud or a Multiple Choice question to present the material in another way. With this process, employees can engage with content in multiple formats, increasing the chances of employees connecting with it and remembering the information.
2. Development programs need formal learning environments
Learning and development professionals are often tasked with testing employees' knowledge, delivering lengthy seminars, and gathering feedback to demonstrate the impact of their efforts. While these traditional methods offer some insights, not all training needs to be formal or time-consuming. In fact, effective training can happen in quick, impactful bursts that fit seamlessly into the workday.
Micro-training is a growing trend in employee development. Instead of long sessions, employees engage with bite-sized lessons that take just a few minutes. For example, a manager might kick off a 15-minute daily standup with five minutes of micro-training. This approach keeps employees engaged, encourages continuous learning, and reduces the disruption to their workday.
There are several benefits of micro-training:
- Employees can immediately apply what they learned to the workday.
- Presents information in small doses, reducing what employees need to remember.
- Leaders can repeat information with re-training every few months.
- Managers can respond to information gaps quickly by implementing micro-training concepts.
For example, a project manager might spend five minutes reviewing key communication protocols with their team to ensure smoother collaboration on ongoing projects. A finance manager could share tips on expense reporting to help colleagues submit accurate documents, streamlining the approval process and reducing delays.
3. Employees only need to learn information related to their jobs
A key challenge employers face when investing in learning and development is delivering content that directly aligns with specific roles. They want employees equipped with the most relevant knowledge to drive success. However, not all training needs to be role-specific. Investing in broader training programs that benefit entire teams or the company can foster collaboration, strengthen company culture, and create a more agile workforce.
Cross-training builds resilience. It allows an employee to step up when their co-worker takes a vacation or needs a few sick days. It also creates empathy in the workplace. Your team can learn why certain processes take so long or why they need to be done a certain way.
If you need help determining where to begin with learning and development, start with cross-training. Empower your employees to become knowledge sharers within the organization. This approach builds a more versatile team and strengthens collaboration, ensuring that when challenges arise, your team can adapt and support one another seamlessly.
4. High online engagement rates mean your employees are learning
E-learning can be an incredibly valuable way to support employees who work remotely. Even hybrid or in-house teams can benefit from digital training tools. However, managers often become obsessed with the metrics that e-learning tools provide, relying on them to showcase what employees learned.
Unfortunately, this causes some companies to fall for Goodhart's law, which says, “When a measure becomes a target, it ceases to be a good measure.”
For example, a manager who tracks metrics like the time spent engaging with training materials can only measure how long employees spend with the training tools open on their screens. This doesn’t reflect what they learned. Similarly, tracking metrics like questions answered, clicks, or responses only highlights employee usage, not learning.
As you evaluate your learning and development systems, make sure you focus on how employees can apply what they learned. Try to share information that is actionable and retained over several years. This will produce better dividends compared to e-learning tools that report countless vanity metrics.
5. Adults don’t want to play games
One of the most important learning and development myths to bust is that your team members don’t want to play games or participate in training activities. The reality is that 66% of Americans play games regularly. These range from playing Wordle on their smartphones to joining role-playing games online.
Games allow adults to take breaks from the tasks and responsibilities of life. They create puzzles that are fun to solve or release happy hormones that make people feel good when they win. Your training materials need to be comprehensive, but they can still be fun. Small games built into the development plans can better engage learners and test their knowledge.
You can bust this myth for yourself with Poll Everywhere. Create a trivia Competition related to your training to test your employees’ knowledge while creating a fun and competitive environment. The point system and leaderboard will keep employees on their toes as they try their best to beat their teammates. This will help reinforce the information they just learned while creating an engaging L&D experience.
Embrace research-backed development with Poll Everywhere
It’s okay if your current training materials reflect some of these outdated myths. No company is perfect, but the key is being open to evolving. By moving beyond traditional beliefs about learning styles and rigid training topics, you can remove barriers to learning within your organization. Even small shifts in how you deliver training can lead to significant improvements in productivity and team engagement.
Poll Everywhere can help you modernize your learning and development programs. Create engaging, interactive content that captivates employees and boosts retention. With tools like Multiple-Choice and Clickable Images, you can transform your training into an experience that holds attention and drives real results. Our Activities are designed with corporate teams in mind, offering tailored solutions that meet your unique needs.
Try Poll Everywhere today and see how it transforms your training. Your employees will enjoy interactive, game-like experiences while they learn.
