BACKCompanies pour time, effort, and money into learning and development (L&D), hoping to boost performance, engagement, and business growth. But too often, training falls flat. Employees forget what they’ve learned, struggle to apply new skills, or – worse – lose interest altogether. Sound familiar?
Why does this happen? And more importantly – how can organisations ensure their training efforts drive real impact? With Omniplex Learning’s new solution, Launch Packs – coming soon – we’re tackling this challenge head-on.
But first, let’s explore the top 10 reasons learning initiatives fail and what companies can do differently.
The 10 most common reasons learning initiatives fail
1. Lack of clear business goals
One of the biggest mistakes companies make is treating training as a tick-box exercise rather than a strategic investment. If your learning initiatives aren’t linked to clear business goals, how can you measure their success?
Before launching any initiative, make sure you define clear objectives. Are you aiming to improve customer service ratings? Increase employee retention? Reduce compliance risks? Training should be built with these end goals in mind.
2. No leadership buy-in
If senior leaders and managers aren’t engaged in the learning process, employees won’t be either. Recent data from the CIPD’s 2023 Learning at Work survey indicates a decline in leaders’ recognition of L&D’s impact on these priorities, dropping from 81% in 2021 to 67% in 2023.
It’s important to encourage those in leadership roles to champion learning. When managers actively participate and reinforce training, employees are more likely to apply what they’ve learned.
3. One-and-done training sessions
Have you ever attended a training session, felt inspired, and then promptly forgotten everything a week later? You’re not alone. Studies show that without reinforcement, people forget up to 75% of new information within six days (thanks to the Forgetting Curve).
Try moving from one-off training events to continuous learning experiences. Use microlearning, spaced repetition, and follow-up activities to reinforce knowledge.
4. Poor engagement and relevance
Training that feels disconnected from daily work leads to disengagement. According to Buildempire.co.uk, employees with access to continuous learning are 47% more likely to be engaged at work.
Training needs to be practical and job specific. Scenario-based learning, role-playing, and real-world case studies help employees see the direct impact of training on their roles.
5. No measurement of learning impact
If you don’t measure training effectiveness, you can’t improve it. Yet, According to the British Council’s 2024 L&D Roadmap, fewer than 30% of organisations can confidently prove ROI from their learning and development programmes.
It’s important to track key metrics like knowledge retention, behaviour change, and business results. Surveys, assessments, and performance analytics can provide valuable insights.
6. Lack of time for learning
A common complaint from employees is that they simply don’t have time for training. With increasing workloads, learning often takes a backseat.
From a recent KPMG event it was shared that 42% of learning leaders point to a lack of time to learn among their workforces as a barrier to providing people-first learning experiences.
Try integrating learning into the flow of work. Short, on-demand training sessions and mobile-friendly content make it easier for employees to upskill without disrupting their schedules.
7. Training is too generic
A generic training program that tries to cover everyone’s needs often ends up working for no one. Employees have different roles, skills, and learning preferences—so why offer the same training to everyone?
“One-touch training methods” and the “present/test/leave model” suggest a lack of tailored or continuous learning.
Consider providing personalised learning experiences. Adaptive learning technologies and tailored training paths ensure that employees get the right content at the right time.
8. Lack of practical application
It’s one thing to learn something in a training session; it’s another to apply it on the job. If employees don’t get the chance to put new skills into practice, they won’t stick.
L&D teams want help with demonstrating “relevant skills progression to our employees and business leaders as an outcome of our learning solutions,” implying a current gap in showcasing practical application and skill development.
Instead use experiential learning, simulations, and on-the-job coaching to help employees apply what they’ve learned.
9. Training fatigue and overload
Have you ever sat through a full-day training session and felt completely drained by the end? Overloading employees with too much information at once leads to burnout and low retention.
Professor Art Kohn’s research that students forget approximately 70% of the material taught within 24 hours of a training session, highlighting the rapid decline of knowledge without application.
It’s important to space learning out over time. Break training into smaller, digestible modules and allow employees to learn at their own pace.
10. Failure to create a learning culture
Training should be more than a one-time event—it should be part of your company’s DNA. Without a culture that values continuous learning, even the best training programs will struggle to make an impact.
Fosway notes that few L&D teams have made digital learning experiences work-based, proactive, social, and personalised, suggesting a gap in creating a holistic learning environment.
Try to foster a culture of lifelong learning by encouraging curiosity, rewarding skill development, and integrating learning into everyday work.
How to ensure learning initiatives drive real impact
So, how do you turn training into a powerful, results-driven initiative? Here’s where to start:
- Align training with business goals – Make sure learning supports key business objectives.
- Keep it engaging and relevant – Use real-world scenarios, interactivity, and personalisation.
- Reinforce learning over time – Follow up with coaching, refreshers, and microlearning.
- Empower managers to drive learning – Give them the tools to support and encourage development.
- Measure impact and adjust – Track progress and continuously refine your training strategy.
Introducing Omniplex Learning Launch Packs
At Omniplex Learning, we understand these challenges. That’s why we’re launching Launch Packs—a solution designed to maximise the impact of learning initiatives.
What Launch Packs offers:
- A tailored suite of assets designed to generate excitement and engagement, ensuring training gains traction from day one.
- A shift from passive to active learning, transforming training into an interactive, results-driven experience.
- Expert collaboration, bringing together learning design specialists, graphic designers, and marketing professionals to craft meaningful and effective training solutions.
- A focus on the ‘why’ behind learning, ensuring that training is not just completed but drives real behavioural change and impact.
If learning isn’t making an impact, it’s just a wasted investment. Companies need training that engages employees, reinforces knowledge, and drives real business results.
By addressing these 10 common pitfalls and implementing a structured, strategic approach, organisations can transform their L&D efforts into a powerful competitive advantage.
Are you ready to ensure your training delivers real results? Stay tuned for Launch Packs – designed to help you launch learning initiatives faster, and drive lasting impact.
