The training rollercoaster…
If you’re responsible for training in an organization, then you know your job is a never-ending rollercoaster.
▪️ On one side, management imagines corporate training that will transform employees into hyper-efficient productivity machines.
▪️ On the other side, employees dream of training that ends quickly, ideally before their first coffee.
And somewhere between PowerPoint presentations and awkward webinar chats, there you are — the L&D Manager — trying to bridge the gap between expectation and reality. So let’s take a look at Corporate Training Expectations vs. Reality…
Expectation 1: “Everyone will be excited about the new training program!”
💚 Management: “Once we announce the new training, employees will rush to sign up! It’ll be like a Black Friday of learning!”
💔 Reality: An email titled “Mandatory Corporate Training” is received with the same enthusiasm as a tax notification. The only “buzz” happens in the team chat: “How bad do you think it will be this year?”
Expectation 2: “The e-learning will be engaging and interactive!”
💚 Management: “This course is so interactive that employees will forget they’re even training!”
💔 Reality: The employee’s brain: “Scroll, click next, guess the quiz answers… done!”
If there were a way to binge-watch training like Netflix, they would.
Expectation 3: “Employees will immediately apply what they learned!”
💚 Management: “As soon as they finish the training, they’ll transform! They’ll work more efficiently, collaborate better, and even bring coffee to the boss!”
💔 Reality: The only thing they remember from the training is the awkward stock-photo video with people nodding approvingly. And of course, the “successfully completed” badge on the LMS page.
Expectation 4: “Training will be flexible and easily accessible!”
💚 Management: “Employees can train whenever they want! At the office, at home, even on the beach!”
💔 Reality: Yes, they could… but they probably won’t! Because training usually ends up happening at the very last minute, right before the deadline — the same way we studied for exams two days before.
Expectation 5: “Management will actively support the learning culture!”
💚 Management: “Learning is a priority! Everyone must train and grow!”
💔 Reality: “But don’t forget deadlines, targets, reports, and forty-five meetings a week… Good luck finding time for learning!”
Final Conclusion: How to survive as an L&D Manager
If you’re in charge of training in your organization, the solution isn’t to quit and become a barista (though you’ve thought about it). The secret is:
✅ Make trainings more engaging (no, a 70-slide PowerPoint is not engaging).
✅ Create short, flexible learning content that fits into employees’ daily routines.
✅ Keep learning relevant — if they see value, they’ll participate.
✅ Get management on your side… or at least convince them that training isn’t a waste of time.
And if all else fails, remember: at least you’re not the one who has to redo the mandatory compliance training again and again… or are you?
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