Choosing the right employee training methods is more important than many people would believe. While training is often treated as a routine task during onboarding or performance reviews, the way it’s delivered can make the difference between employee engagement and turnover.
In fact, according to SurveyMonkey, 86% of employees say that job training is important to them, and 74% are even willing to learn outside of work hours to improve their performance.
Despite this enthusiasm, many training programs fall short. The issue isn’t that people don’t want to learn. It’s that they often aren’t offered training that is engaging, relevant, or flexible.
Training should reflect:
- How your employees actually learn
- What motivates them
- What skills will help them grow
The first step is understanding the range of employee training methods available. Let’s explore the most common and effective training formats to help you find what suits your team best.
Top Employee Training Methods and Tools
Understanding how each training method works can help you create a training strategy that actually resonates with your team.
On-the-Job Training
This is one of the most widely used employee training methods, especially for operational and service roles. Employees learn while performing actual tasks, often under supervision.
This method is immediate and contextual, making it easy to apply learning right away. In fact, on-the-job training aligns with employee preferences: according to a survey, 85% of employees say they want to choose training times that suit their schedule.
Example: A barista might be trained during live customer interactions, learning to operate machines, take orders, and manage customer service in real-time.
Instructor-Led Training (ILT)
ILT involves an instructor, facilitator, or trainer delivering lessons in person or through virtual sessions. It can be highly structured, with presentations, discussions, and Q&A sessions.
It’s ideal for roles that require deep product knowledge or skills development. The human interaction allows for clarification and motivation that digital tools sometimes can’t match.
Example: A sales team might participate in a live workshop where they role-play sales calls and receive immediate feedback.
eLearning
eLearning is digital training that’s typically delivered via a Learning Management System (LMS). It can include videos, quizzes, interactive modules, and more.
This method is especially useful for scaling learning across multiple locations. It allows learners to move at their own pace and revisit content anytime.
Example: New hires might be onboarded through a structured online program covering everything they need to know all in one place, from company policies to compliance.
Microlearning
Microlearning breaks down content into short, focused units, which are usually under 10 minutes. Spacing information this way aligns with learners’ preferences. For example, according to a survey, 58% of employees say they would be more likely to use their company’s learning tools if the content were delivered in short lessons.
Microlearning missions can take the form of videos, flashcards, or quick quizzes. This approach fits well with busy schedules and is especially effective for just-in-time learning and reinforcement.
Example: A sales rep might watch a short mobile video about a new product feature just before a pitch.
Gamification
This method uses game mechanics, such as points, badges, leaderboards, to make learning more engaging and motivating. Training lessons are turned into “missions,” where each completed mission earns points on a leaderboard or advances the learner along a journey roadmap.
Gamification works especially well with millennial and Gen Z learners, who often expect interactivity in learning.
Example: A learning platform might award points for completing modules, with top learners recognized in a leaderboard. These elements make progress more visible and encourage competition or collaboration.
Simulation / Role-Playing Training
Simulation-based learning puts employees into realistic scenarios to practice skills (especially soft skills) before applying them in high-stakes situations. This method is popular in sales and service roles, where interpersonal interactions make or break performance.
Example: A customer support agent might practice handling an angry customer in a simulated call environment.
Coaching and Mentoring
This method pairs less experienced employees with seasoned professionals who guide them. Mentoring supports long-term development, not just skill acquisition. And according to data from the Center for Sales Strategy, organizations that prioritize coaching see up to 7% greater annual revenue growth.
Example: A junior developer might meet weekly with a senior engineer to get feedback on code, career advice, and help navigating team dynamics.
Cross-Training
Cross-training involves teaching employees skills or tasks from different departments. It’s useful for increasing team flexibility and preparing staff to fill in during absences or transitions.
Example: Someone in marketing might learn basic Customer Relationship Management (CRM) usage to better collaborate with sales.
Case Studies
This method encourages critical thinking by asking learners to analyze real-life or fictional scenarios. Teams discuss what went right or wrong and how they would handle the situation differently.
Case studies are ideal for strategy-heavy roles.
Example: A banking agent might study a high-profile data privacy breach. They would review what went wrong and how similar situations could be avoided in their own work environment.
Job Shadowing
Job shadowing allows employees to observe others as they go through their workday. It’s especially valuable for new hires or those transitioning to new roles.
Job shadowing should not be confused with mentorship or coaching. Unlike those, it’s observational rather than interactive. The learner follows a more experienced colleague to see how tasks are done, but without structured feedback or long-term development goals.
Example: A new customer service hire might shadow a senior agent to understand how to manage calls.
Group Discussions
Group discussions create a collaborative space where employees can reflect on training, share insights, and ask questions. This format is based on the philosophy of “we learn better together”, strengthening team bonds.
Example: After a training module, for example, team members might meet to discuss how they’ll apply the concepts in their work.
Adaptive Learning
Adaptive learning uses algorithms to personalize content based on the learner’s strengths, weaknesses, and pace. This approach helps eliminate frustration from one-size-fits-all programs and keeps learners in their ideal challenge zone.
Example: A hotel receptionist needs more support with complaint resolution. An adaptive platform would respond by offering extra modules on de-escalation techniques.
Blended Learning
Blended learning combines multiple training formats (both online and offline) and is actually one of the most common employee training methods. It’s very unlikely that someone would learn only from one type of format, as people have different learning styles and levels of engagement.
Example: A company might use online modules to cover theory, followed by live role-plays or group discussions to reinforce application.
Self-Paced Learning
Self-paced learning gives individuals full control over when and how they engage with the content. This method empowers learners and supports autonomy, though it requires self-discipline to stay on track.
Example: An employee might access a library of online courses and choose the ones that fit their interests and career path.
Personalized Training
Personalized training uses data to assign content based on role, skill gaps, and career goals. It’s ideal for organizations investing in long-term development.
Example: A team leader might be assigned modules on emotional intelligence and conflict resolution based on 360-degree feedback.
Just-in-Time Training
Just-in-time training delivers content at the exact moment it’s needed. This method enhances retention because the knowledge is applied immediately and isn’t lost in a long-term memory gap.
Example: In a healthcare setting, a nurse preparing to administer a rarely used medication could quickly access a digital checklist or short video on proper dosage and procedures.
Comparison of the Top Training Methods
Use the table below to review all the employee training methods mentioned above, including how they work, how they’re delivered, and what trade-offs come with them.
Method | How It Happens | Advantages | Disadvantages |
On-the-Job Training | Learning during job with supervision | Highly practical, immediate application | May lack structure and consistency |
Instructor-Led Training (ILT) | Sessions led by a facilitator | Interactive, real-time feedback, ideal for complex skills | Scheduling conflicts, limited flexibility |
eLearning | Self-paced modules, videos, and quizzes via an LMS | Scalable, flexible, allows repeat access | Can feel impersonal or passive |
Microlearning | Short, focused lessons under 10 minutes | Time-efficient, fits busy schedules, strong retention | Too many missions may feel overwhelming |
Gamification | Training structured as missions, with points, badges, and leaderboards | Boosts engagement and motivation | May not suit all learners or topics |
Simulation / Role-Playing | Learners engage in realistic scenarios to practice skills | Builds confidence in real-world situations | May feel like a heavy exercise or task for some learners |
Coaching and Mentoring | Personal guidance from a more experienced colleague | Personalized development, long-term value | Time-consuming and requires skilled mentors |
Cross-Training | Learning tasks or roles from different departments | Promotes flexibility and teamwork | May overwhelm employees if not well-paced |
Case Studies | Analyzing real-life or fictional scenarios and outcomes | Encourages critical thinking and decision-making | Requires preparation and contextual understanding |
Job Shadowing | Observing a colleague’s work without direct participation | Provides realistic exposure and role clarity | Not scalable and lacks hands-on practice |
Group Discussions | Team-based conversations | Fosters collaboration and team bonding | Can lack structure or focus without facilitation |
Adaptive Learning | AI-powered platforms that adjust content to learner’s needs | Personalized, efficient, keeps learners in the optimal challenge zone | Requires advanced technology and setup |
Blended Learning | Mix of online modules with live sessions or workshops | Balanced approach that accommodates diverse learning styles | Requires planning and coordination |
Self-Paced Learning | Learners choose their own timing and pace to learn | Empowers autonomy and fits individual schedules | Learners may lose momentum without accountability |
Personalized Training | Custom content assigned based on role or goals | Highly relevant, supports career development | Time- and data-intensive to create and manage |
Just-in-Time Training | On-demand training accessed right before it’s needed | Supports immediate application, minimizes memory loss | Limited to specific, usually simple topics |
How to Choose the Best Training Methods and Tools for Your Team
The right employee training methods directly support your team’s objectives, business priorities, and the way your employees work. Here are some tips to help guide your decision:
1. Match the Methods to Business Goals
Choosing the right employee training methods is key to turning learning into real results. When training is clearly connected to specific objectives, it becomes purposeful and measurable. This way, learning supports key outcomes like increased productivity, higher sales, or improved compliance, rather than being an isolated activity.
For example:
- To improve sales, focus on role-playing and coaching. These methods let employees practice critical skills like negotiation and communication, helping them perform better in customer interactions.
- To ensure compliance and reduce risk, combine blended learning with microlearning and just-in-time training. This mix delivers up-to-date information in small, manageable pieces, making it easier for employees to stay informed as regulations change.
2. Consider the Complexity of the Skill
Another important factor to consider is the complexity of the skill you want to teach.
Simple or procedural tasks, such as learning to use a new point-of-sale system, can often be covered through eLearning or microlearning modules. These methods deliver concise content that learners can absorb quickly.
On the other hand, complex or behavior-based skills like conflict resolution or leadership require more interactive approaches. In these cases use:
- Simulations
- Coaching sessions
- Instructor-led training
3. Evaluate the Learning Environment
The learning environment also plays a crucial role in choosing the right method.
- Remote or global teams typically benefit from online or self-paced learning formats, which ensure accessibility regardless of location or time zone.
- Conversely, on-site teams with predictable schedules might find on-the-job training or group discussions more effective, as these methods include face-to-face interaction.
Still, it’s worth mentioning that online methods are as effective for both remote and on-site teams.
4. Factor in Experience Level
It is equally important to understand your audience.
- New hires often need structured learning paths that include eLearning, job shadowing, and adaptive learning to help them ramp up quickly.
- More experienced employees may prefer personalized training options that align with their career growth goals or allow them to cross-train in other departments.
5. Consider Available Resources
Your budget and resources play a significant role in selecting the right employee training methods.
- Some approaches, like mentoring, coaching, or personalized learning paths, often require more time, skilled facilitators, and ongoing support, which can increase costs.
- On the other hand, digital methods such as microlearning and eLearning platforms offer scalable and cost-effective options that can be easily deployed across large teams.
6. Don’t Rely on One Method Alone
Finally, it’s rarely effective to rely on a single training method.
Many successful organizations use a blend of approaches: starting with eLearning for foundational knowledge, then applying skills through role-playing exercises, followed by coaching to reinforce and refine those skills.
Layering training methods this way supports diverse learning preferences and helps ensure that knowledge transfers into practical performance.
Conclusion: Simplify Training with One Platform
With so many employee training methods available, choosing the right one may seem overwhelming. But when aligned with your goals, the right approach makes your training efforts more effective.
Code of Talent is a comprehensive platform designed to support all the employee training methods we’ve discussed. It enables teams to create engaging training experiences in both offline and online environments with ease and flexibility.
Key features include:
- Accessible on desktop and mobile
- Microlearning combined with gamification and AI-driven adaptive content
- Just-in-time and on-the-job training with updated materials
- Collaborative tools for feedback and discussion
- Support for mentoring, coaching, simulations, and role-playing
- Personalized content tailored to teams or departments
- Scalable and supports self-paced learning
Try Code of Talent’s free trial today and discover how you can elevate your employee training methods using strategies that actually work for your team!
Cover photo: Freepik
