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Overcoming Training Hurdles: Leaders Reveal Their Go-To Training Formats

In the rapidly changing landscape of modern work, impactful on-the-job training is essential for cultivating a versatile, high-performing workforce.

According to LinkedIn’s 2024 Workplace Learning Report, 74% of employees view insufficient training as a major obstacle to career advancement, putting organizations under scrutiny to deliver meaningful learning opportunities.

We turned to HR innovators and business executives with a pivotal question:

What are the most effective on-the-job training methods and delivery formats for your teams, and what past challenges drove you to these solutions?

Their forward-thinking approaches—ranging from interactive e-learning platforms and mentorship-driven training to bite-sized hybrid learning models—were forged in response to issues like low engagement and obsolete tools.

Explore their expert strategies to unlock a roadmap for transforming workforce training into a driver of excellence.

Read on!

Riyya Hari Iyer
Software Engineer

Riyya Hari Iyer

While every person has their own method of learning things, I believe in striking the right balance between the basics/concepts and the practical application. I say this as a Software Engineer who has over 3 years of experience routinely training new engineers at work. 

While I notice a growing tendency towards jumping straight into the coding and application part of technology, I assert that it is more important to form a conceptual base first, get an overview of why the particular technology is of value when it comes to deployment, and then moving onto the hands-on training, where a senior engineer walks a junior engineer step-by-step. 

That being said, one must never fall prey to the “tutorial hell”, where they’re stuck in watching endless tutorials, and as a result, don’t get into the practical part on time. 

Finally, a junior must handle a task where a senior engineer shows a step-by-step manner of solving the problem, and also discusses the importance of each step.

Kaytlin Keen
Managing Partner, PTM Trust & Estate Law

Kaytlin Keen

In our law firm, we immediately have employees begin completing actual work, with oversight from a mentor. We first assign simple, repetitive tasks before moving to more complex work. The goal is for the new employee to quickly master a small but important part of the job.

For further guidance, we created a library of templates and checklists. Throughout the entire process, we also provide immediate feedback, including positive feedback when the new employee excels.

This allows the new employee to gain understanding and confidence. We have learned that without consistent guidance, new employees are prone to feeling lost and overwhelmed.

BOTTOMLINE: We have new hires jump right into work, starting with simple tasks and pre-written templates. Through the entire training process we provide honest, immediate feedback.

Mohammed Kamal
Business Development Manager, Olavivo

Mohammed Kamal

Effective business development training in an affiliate network should combine on-the-job training methods and delivery formats.

Key approaches include mentorship and peer learning, where junior employees shadow seasoned professionals for hands-on experience, and role-playing or simulations to practice skills.

This mix promotes collaborative learning, real-world application, and tailored content delivery that meets workforce needs.

Joshua Ezell
CEO & Founder, inspirEdU

Joshua Ezell

We tried many companies, and methods, but we couldn’t find anything that fit our small business, Breakthrough Handyman Services.

Nothing was customizable, or it was too expensive, in person training took too much time away from the office, and we’re redundant having to do it so often with as much turnover in the industry.

So we spent a year and a half developing our own software called inspirEDU.

Our software reduced turnover, allowed onsite individual training, set it and forget it, and helped us grow.

Daniel Ray
Founder, PinnacleQuote

Daniel Ray

On-the-job training works best when it’s hands-on and structured, but also flexible enough to adapt to individual learning styles.

In my experience, a blended approach combining mentorship, job shadowing, and real-time feedback delivers the best results. Employees learn by doing, but having an experienced mentor guide them through challenges accelerates growth.

Overall, the biggest challenge we faced in training was retention, too much information at once leads to overwhelm.

To solve this, we implemented micro-learning sessions, where employees tackle one concept at a time, immediately apply it, and receive feedback. In fact, this method increased efficiency and confidence while reducing errors.

Furthermore, incorporating role-playing scenarios builds critical thinking skills, which is invaluable in sales and leadership roles.

Training isn’t just about teaching a skill; it’s about building problem-solvers who can adapt and excel.

Marin Cristian-Ovidiu
CEO, Online games

Marin Cristian-Ovidiu

Hands-on, project-based training has been the most effective method for our team in the gaming industry.

Early on, we relied heavily on formal training sessions, but they often felt disconnected from real-world challenges. Shifting to a “learn by doing” approach changed everything. Now, we pair new hires with experienced developers and have them work on live projects from day one.

This format helps them learn faster because they’re solving actual problems in real time. We also run regular code reviews and feedback sessions to reinforce learning and improve collaboration.

One key shift was moving away from rigid training schedules—our team learns best when they can ask questions and get immediate feedback while working.

It’s not just about technical skills—it’s about building confidence and problem-solving ability through real experience.

Kaz Marzo
Operations Manager, Image Acquire

Kaz Marzo

Early in my career, I noticed that traditional training—lengthy manuals, one-off workshops, and passive video modules—wasn’t sticking with our team. New hires would often forget key details, and experienced staff would struggle to adapt to new tools and techniques. That’s when I realized that our team, being highly visual and hands-on, needed a more dynamic and interactive approach.

We’ve found that a mix of on-the-job shadowing, short video tutorials, and real-time feedback loops works best.
New hires start by shadowing experienced photographers, learning through observation and guided practice. We complement this with bite-sized video modules that cover technical skills like lighting setups and post-processing techniques—these are easy to reference on the go.
What makes the difference is the feedback loop: after each project, the team reviews the work together, offering constructive input and highlighting what worked and what didn’t. This helps reinforce learning while encouraging creative problem-solving.

A major challenge we overcame was the gap between theory and practice. Training sessions were informative but lacked real-world application.
By integrating immediate, hands-on practice with direct mentorship and peer feedback, our team has become more adaptable and confident. This method keeps the learning process engaging and ensures that knowledge translates into better performance on the Job.

Gregory Shein
Owner, NOMADIC SOFT

Gregory Shein

We use a blended training approach, combining hands-on mentorship, interactive e-learning, and structured workshops to maximize effectiveness.

New employees receive onboarding through LMS modules, followed by shadowing sessions with experienced team members. Regular skills workshops ensure continuous learning.

Previously, we relied heavily on self-paced learning, which led to inconsistent knowledge retention. Employees struggled with practical application, prompting us to incorporate mentorship and real-world simulations.

This new format has significantly improved engagement, knowledge transfer, and overall performance, ensuring our workforce remains adaptable and well-equipped for evolving business demands.

Jason Rowe
Founder, Hello Electrical

Jason Rowe

Over the years, we’ve realized that on-the-job training is crucial for ensuring our team’s success, especially in the electrical trade where hands-on experience is key.

Our team achieves maximum training results through both hands-on shadowing sessions and video educational content.

New hires shadow a senior technician for the first few weeks, learning directly on the job. Our training includes direct observation of senior technicians to learn by doing while we also provide short educational videos which focus on safety guidelines and electrical standards.

Our training method evolution led to a 21.7% enhancement of work efficiency while improving new team member basic skills acquisition.

Our workforce used to face issues with training through lectures only because they quickly forgot vital data such as safety protocols and codes. Through a combination of practical experiences and easily accessible resources our workers stay interested while developing stronger self-assurance.

Oliver Morrisey
Owner and Director, Empower Wills & Estate Lawyers

Oliver Morrisey

In our firm, we’ve found that hands-on mentoring combined with short, focused online modules works best for our team. Initially, we relied too heavily on one-size-fits-all seminars, but I found they didn’t engage employees as much as I’d hoped. Employees would forget most of what was covered or struggle to apply it in real situations.

Now, we pair regular one-on-one coaching sessions with bite-sized digital content. For example, we focus on practical legal scenarios in our field and tackle them in 15-20 minute online sessions. We’ve seen a 22% improvement in task efficiency after introducing this mix.

The combination of theory with real-world applications helps employees retain the information better and feel more confident in their roles.

The HR Spotlight team thanks these industry leaders for offering their expertise and experience and sharing these insights.

Do you wish to contribute to the next HR Spotlight article? Or is there an insight or idea you’d like to share with readers across the globe?

Write to us at connect@HRSpotlight.com, and our team will help you share your insights.

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