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Employees are too busy for training and that’s a problem

    A majority of employees feel that training is one of the most valuable HR policies that a company has to offer its staff. In fact, in LinkedIn’s 2018 Workplace Learning Report, 94% of respondents said that they would work for a company longer if they invested more in their career advancement. The problem is that they also say that they are too busy for training.

    To understand why this is the case and find a solution, we have to look at both sides of the story.

    The Employee Perspective

    In a report by NTUC LearningHub called Workforce Learning in Workplace Transformation (WLWT), 32% of employees who participated suggested that companies could do more to incentivize their staff to attend training. Their top recommendations? Offer employees paid leave or time off to attend learning and development (L&D) courses off-site, provide better coverage for their absence from work, or simply offer more frequent but shorter courses.

    The one thing that these recommendations have in common is time.

    Nearly one-third of employees don’t feel they’re given enough paid hours to attend training. Even if the training is on-site, there’s still the problem of finding someone who can cover their desk for the number of hours that the training lasts.

    The Employer Perspective

    Employers recognise they have a problem with time, as well. In fact, 58% of employers who participated in the WLWT report believe that giving their staff more opportunities to attend training would disrupt their business operations.

    To put it another way, more than half of employers are worried that their business will simply not be able to function properly if they allow their employees to leave their desks or workstations for L&D opportunities.

    The Problem: Lack Of Time And Support For Time

    It’s clear that the underlying problem for both employees and employers is time.

    For employees, they’re not allowed enough paid leave or time off to attend L&D training and upskill. For employers, they’re overworking their staff and not providing enough support for them to take time off for L&D.

    The Solution: Shorter Trainings

    Just as employees and employers share the same problem of time, they can also benefit the most from the same solution.

    That solution is simple: shorter, more frequent, valuable training – perhaps implemented in one or two-hour sessions.

    Shorter training is a perfect compromise, and here’s why.

    First, it provides valuable, upskilling courses for employees that are easy to digest and don’t require them to spend any significant time away from work without pay.

    Second, it helps employers feel more comfortable letting their employees leave their desks for training. They know that they’ll only be gone for a maximum of one or two hours, and that their operations won’t be significantly impacted.

    You may wonder how such bite-sized training sessions can possibly provide any value to employees. But they can and do – if they cover current and useful topics, are conducted by industry experts, and are delivered in a format that is both informative and engaging.

    That’s what you’ll find at Lecture Circuit.

    Click here to learn more about our service and transform your company’s learning and development training today.