To learn is to grow: Debunking Myths around Corporate Training

Consider the following scenario: you’re a virtual character in a game, and you’ve been required to explore and understand the map on your own while putting on a blindfold. It is said that you tend to take the wrong steps in order to figure it out as you enter an unfamiliar environment. Such situations might cause you to panic and make you feel trapped, helpless, or embarrassed. The good news is that you can always leave the game. What happens in real life, though?

Similar instances have been recorded in organisations when inadequate training is provided to the
employees, especially in this post-pandemic era. The needs and the skills required in today’s organisational structure have taken a toll and there is a heavy demand to invest in employee upliftment to be at par with these changing trends. According to Glint data, having opportunities to learn and grow is now the number 1 factor that employees say defines an exceptional work environment. The heading is clear: Learning and development powers culture and helps organisations thrive in this dynamic environment.

However, even with such compelling evidence, there are several misconceptions regarding training and development that are widely held, and as a result, organisations are reluctant to invest in their employees’ growth. If these misconceptions are not cleared up, it will be extremely difficult for organisations to evolve in the post-pandemic era.

1. Training can cost a fortune

It is believed that hiring a trainer/coach or conducting training programmes costs a pretty penny. Although L&D has taken its position in the key trends to be seen in the HR space, studies prove that organisations are still reluctant in investing in such initiatives. Thanks to the pandemic, new options like microlearning, virtual workshops, remote-friendly HR technology, etc., have been introduced to offer organisations ample budgetary options!

According to a recent study, eLearning can reduce overall training time by 40% to 60%, increasing productivity and helping businesses cut down on various other expenses. These opportunities can be strategically tapped and put to good use by providing continuous training, once every three months, which can help employees hone their skills and improve their performance consistently.

2. Training is only for the new hires

Many organisations are still under the notion that training is only required at the induction stage or for under-performing employees. A recent study found that 87% of workers believe it will be essential for them to get training and develop new job skills throughout their work life in order to keep up with changes in the workplace. The data clearly shows that not only newly recruited employees are required to be trained but the whole workforce needs to be. Regardless of their experience, position, or designation, every employee requires proper training and development throughout their professional journey.

As technology advances and workplace tactics and strategies improve as a result of COVID-19, there is a need for organisations and employees to align their skills, knowledge, values, and abilities to keep up with these changes. One of the best ways to enhance their skills and knowledge is by providing adequate training to all employees periodically. This way, they’ll be able to better approach these emerging challenges and be future-ready in these trying times.

3. Training only benefits employees’

Investing in your employees is a two-way street. The more you train your employees, the more devoted they’ll become to striving to scale up your organisational growth. According to a learning report from LinkedIn, 94% of employees would stay at their organisation longer if they saw their management investing in their growth. Organisations that design and implement well-thought-out and structured development programmes for their employees experience higher levels of engagement, a more harmonious workplace culture, excellent outcomes, and ROI.

Since an organisation is the sum of its employees’ individual achievements, they should invest in the growth and upliftment of their most valuable assets for them to be higher-performing employees. It not only helps to build on their strengths but manages their weaknesses, preparing them to be leaders for the future and helps in building goodwill for the organisation.

4. Employees will learn and run

Organisations are constantly in fear of increasing turnover rates. A study suggests that retention rates rise 30–50% for companies with strong learning cultures. Employees are less likely to leave if they believe that their organisation is investing in their growth with the goal of future progression. As a result of the pandemic, employees have realised the importance of growth and career opportunities as a critical element of the workplace culture. Even the organisations have prioritised and taken measures to not only look after their monetary needs but their growing needs as well.

Additionally, training provides a prominent rise in retention rate and builds a corporate culture that makes them feel happy, satisfied, and valued. These aspects matter a lot when it comes to building a higher-performing workforce and organisation. One needs to keep the emotional quotient in view to derive the best results.

5. Virtual training is ineffective and less engaging

The post-pandemic era has made us realise the importance of tapping into modern technology to thrive in the HR landscape. The most essential element for online training to be effective is employee engagement. Training plays an important role in identifying and transforming disengaged employees into a high-performing workforce for the future. A NovoED study showed that 80% of L&D leaders expect most corporate training to remain virtual even after the pandemic has ended and nearly 90% believe that the move from traditional in-person training to digital delivery will make learning opportunities available to more employees.

Organisations have come up with new ways to gauge this by introducing gamification as an essential part of the training modules to enhance the focus, participation and engagement levels of the employees. Additionally, playing interactive games, including fun videos and online forums, for the employees to have an open and healthy discussion allows them to collaborate better and assists in retaining knowledge and content from the training.

Well, it’s about time for organisations to break free from these myths and realise the potential of investing in their employees’ growth. As they are considered to be the most valuable assets, any effects on them will cause a direct shift in the organisation’s dynamics, positive or negative. Maintaining and building a work culture of continuous learning will not only enhance their skills but also their interpersonal relationships, productivity, efficiency, and engagement levels. Additionally, it will also contribute to generating a higher ROI, which will help the employees and organisation thrive and be future-ready in this competitive landscape.

NamanHR has a wide range of training interventions. You can have a look at our products and services here at or contact us at

Now that we have debunked these myths, stay tuned for our next article that talks about the impact of providing adequate training on the organisation!

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