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Upskilling Unlocked: Expert Picks for Training Methods and Formats

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Upskilling Unlocked: Expert Picks for Training Methods and Formats

In the workplace of today, effective on-the-job training is the backbone of a skilled, adaptable workforce.

With 74% of employees citing a lack of training as a barrier to career growth (LinkedIn’s 2024 Workplace Learning Report), organizations are under pressure to deliver impactful learning experiences.

We asked HR pioneers and business leaders a critical question:

What on-the-job training methods and delivery formats do you find most effective for your workforce, and what challenges led you to adopt these approaches?

From immersive digital platforms and peer-led coaching to hybrid microlearning models, their innovative solutions—shaped by past pitfalls like disengagement or outdated systems—offer a playbook for building resilient, high-performing teams.

Dive into their insights to discover how to transform training into a catalyst for success.

Read on!

Mike Ouwerkerk
Cyber Security Awareness Trainer & Cultural Transformation Consultant, Web Safe Staff

Face-To-Face Workshops Provide Best Outcomes

As a provider of cyber awareness training, I can say hands down that face-to-face workshops provide the best outcomes for my clients. I do also provide videos, cheat sheets, quizzes, posters etc., but when I train people who have used anything other than face-to-face, their knowledge is typically lacking.

Why would companies use face-to-face over other methods? It comes down to the return on investment. If there are big benefits to be made (i.e., staff less likely to be tricked by a cybercriminal), then companies will make an informed financial decision, and spend the extra money to ultimately save money.

Mohamed Moussa
Managing Director, Tornado Marine Fleet

On-The-Job Training With Mentorship

For us, the best training happens right on the boat, in the middle of the action. New crew members shadow experienced staff, learning by doing instead of sitting through long lectures. We also mix in short, hands-on workshops and use quick video guides for things like safety drills and customer service tips.

Before, training was too informal with new hires just picking things up as they went, which led to inconsistency in training. Some crew learned fast, while others missed key details, and that affected our team’s morale. So, we created a structured but flexible system where mentorship, real-time coaching, and digital tools keep everyone on the same page.

Now, training feels natural and works seamlessly with daily operations. Crew members get instant feedback, and everyone knows what’s expected, no matter which boat they’re on. The result? A confident, well-prepared and happy team that delivers top-notch service every time.

Antony Chan
Founder & Head of Learning, Teachng

Demonstration, Theory, Then Practice Approach

Having trained hundreds of team members throughout my career, I find the most effective on-the-job training follows a “demonstration-first, theory, then practice approach”.

I start by showing them what they’ll be doing, then breaking down the “why” behind each action, and finally letting them try it themselves.

This three-step process of “demonstration-first, theory, then practice approach” ensures that they’re not just imitating without understanding, but are actually grasping the reasoning behind their work.

I developed this approach after noticing that many people hesitate to ask questions during training, even when they don’t fully understand. Often, when they start doing the task, they make a lot of mistakes which can be time-consuming and expensive to fix.

By frontloading demonstration, then theory, and following up with hands-on practice, I can quickly identify gaps in their understanding and guide them before mistakes happen in real-world situations.

While the “demonstration-first, theory, then practice approach” does require time and deep expertise, it is worth it in the long run. It builds confidence, reduces errors, and ensures each team member isn’t just following instructions, but is thinking critically and mastering their role.

Jon Morgan
CEO, Business and Finance Expert, Venture Smarter

Immersive Project-Based Learning

One unique method we’ve implemented at Venture Smarter to enhance employee training in our software company is the use of immersive, project-based learning.

Rather than relying solely on traditional classroom instruction or online courses, we immerse our employees in real-world projects from the start. New hires and even current employees looking to upskill are paired with more experienced team members and assigned to live projects.

This hands-on approach not only accelerates learning but also fosters collaboration and practical problem-solving skills.

This method can be replicated in other sectors by identifying key projects within the organization that can serve as learning experiences.

For instance, in the healthcare sector, new nurses could be paired with seasoned professionals and involved in patient care scenarios. In marketing, junior staff could be assigned to active campaigns, working under the guidance of senior marketers.

The essence is to create an environment where learning is directly tied to real-world applications, ensuring that employees are not just theoretically proficient but practically competent as well.

Dr. Chad Walding
Co-Founder & Chief Culture Officer, NativePath

Interactive Online Learning With Hands-On Application

One of the most effective training methods for my team at NativePath involves a combination of interactive online learning and hands-on, in-person application.

Initially, we struggled with traditional training methods that focused heavily on theory, which led to disengagement. To address this, we incorporated real-world scenarios, case studies, and group exercises to bridge the gap between knowledge and practical application.

For instance, employees can learn the basics through online courses and then reinforce their understanding through workshops and role-playing exercises. This has significantly improved engagement, knowledge retention, and the ability to apply skills directly to their roles.

The results have been clear: we’ve seen a marked improvement in employee performance and satisfaction. If you’d like more details, feel free to reach out!

Andrew Osborne
Owner, Ozzie Mowing & Gardening

Hands-On Mentorship-Based Approach

An effective on-the-job training method I use is a hands-on, mentorship-based approach, combined with structured lessons on horticulture fundamentals.

When a new team member joins Ozzie Mowing & Gardening, they start by shadowing an experienced team member, learning everything from proper mowing techniques to plant care, pest management, and efficient garden design.

I reinforce this practical learning with short, focused sessions covering soil health, pruning strategies, and plant nutrition, drawing on my formal horticultural education.

By pairing real-world experience with expert knowledge, my team develops both technical skills and a deep understanding of why certain methods work best. This approach ensures consistency in service quality and empowers my staff to think critically in the field.

This system was developed after noticing early on that traditional training such as simply explaining techniques or handing out instructional materials was not enough. Without hands-on application, newer team members struggled to fully grasp the nuances of plant care and garden maintenance.

My 15 years of experience in gardening, combined with my formal qualifications in horticulture, allowed me to refine this process by integrating science-backed principles with practical demonstrations.

As a result, my team now learns faster, retains knowledge better, and performs with a level of expertise that has contributed to the high customer satisfaction that earned us a customer service award.

Ben Lamarche
General Manager, Lock Search Group

Blended Learning With Ongoing Support

As the General Manager of Lock Search Group, I’ve found that the most effective on-the-job training methods are those that blend hands-on experience with ongoing support and collaboration. We’ve adopted a mix of mentorship, e-learning modules, and live, interactive sessions to ensure that our team has access to both structured learning and real-world application.

In the past, we relied heavily on traditional classroom-style training, which had its limitations. While informative, it often felt disconnected from the day-to-day realities of recruitment. There was a gap between theory and practice, and sometimes it was difficult for team members to see how the training applied to their specific tasks or client needs.

To address this, we shifted to a more dynamic approach. We now pair new recruits with experienced mentors who can offer guidance in real time. These mentors help with everything from understanding client expectations to refining candidate assessments, ensuring new hires feel supported as they apply their training in a practical context.

We also introduced e-learning modules that cover core recruiting skills, such as sourcing techniques, candidate engagement, and client relationship management. These modules are flexible, allowing our team to learn at their own pace, which is crucial given the demanding nature of the job. After completing these online modules, we bring everyone together for live sessions where we can discuss challenges and share insights in a collaborative environment.

This mixed format addresses the shortcomings of our previous training approach, such as a lack of direct application and limited interaction between team members.

By combining self-paced learning with mentorship and collaborative sessions, we’ve created a more engaging and effective training program that allows our team to grow while staying connected to the practical realities of recruiting.

Amit Doshi
Founder & CEO, MyTurn

Peer-To-Peer Code Review Program

One unique strategy that has significantly improved employee training at MyTurn is implementing a “peer-to-peer code review program.” Developers are paired with peers to review each other’s code in a structured format, enhancing both their technical skills and collaborative capabilities.

This approach not only elevates coding standards but also fosters a supportive learning environment where employees learn from real-world examples and feedback. To replicate this in other sectors, companies can adapt the core principle of peer-to-peer reviews to their specific field.

For instance, in marketing, employees can review each other’s campaign strategies, while in customer service, team members can evaluate call-handling techniques. This method promotes continuous improvement and strengthens team cohesion across any industry.

Sudheer Devaraju
Staff Solutions Architect, Walmart

Blended Learning With AI-Driven Paths

The most effective on-the-job training methods combine blended learning, hands-on project work, and AI-driven personalized training paths. Our workforce benefits most from role-based microlearning, real-time coaching, and interactive simulations, which provide immediate, applicable knowledge while minimizing disruption to daily tasks.

We shifted from traditional, one-size-fits-all training due to low engagement, knowledge retention issues, and limited adaptability to evolving skill needs. Instead, we implemented a hybrid approach that includes:

AI-Powered Adaptive Learning – Uses AI-driven platforms (like Workday Learning, Coursera for Business) to personalize training based on skill gaps and job roles.

Hands-On, Project-Based Training – Employees apply new skills in real-world projects, reinforcing learning through practical experience.

Virtual Simulations & Scenario-Based Learning – Using interactive VR/AR modules and role-based simulations, employees engage in realistic problem-solving.

Peer Learning & Mentorship Programs – Encourages cross-team knowledge sharing, improving retention and collaboration.

Just-in-Time Learning Modules – Short, task-specific videos and guides embedded within workflows provide instant knowledge access without disrupting productivity.

This approach accelerated skill development, increased engagement by 40%, and reduced training costs while ensuring a continuous learning culture in an evolving workplace.

Gauri Manglik
CEO & Co-Founder, Instrumentl

Tailored Training Methods For Individuals

I’ve seen many unique methods to improve employee training in software companies, and I can tell you that the most effective ones are those that are tailored to the individual.

For example, if you’re training someone who has difficulty learning from written material, then maybe it’s better to try visual aids or videos instead. If you’re trying to teach someone something that will be useful for them almost immediately after they’ve learned it, make sure they have an opportunity to apply what they’ve learned right away so that they can see how it works in real life.

And remember: the best way to teach your employees is through practice! So while it’s important not to overwhelm them with too much information at once, it’s also important not to let them leave training without feeling like they’ve had enough practice time with whatever skills they need.

Alexandru Samoila
Head of Operations, Connect Vending

Blended Approach With Peer-To-Peer Learning

We have been tinkering with our learning and training models for a while now and continue to innovate them based on employee feedback and engagement responses. Currently, a blended approach with a focus on peer-to-peer learning using bite-sized knowledge transfers has been working well for us, particularly for new employees and trainees.

We’ve realized that beyond the first few days when the mandatory learning and training sessions are done, it’s hard for people to make time for continuous learning every day. Furthermore, a rigid learning journey with little room for flexibility and personalization led to lower engagement and knowledge retention.

As of now, we have a buddy system that encourages mentoring and exchange of knowledge through formal and informal channels, along with leveraging a learning platform to provide nudges, prompts, quick assessments and customized learning content directly to employees.

This blended format has allowed team members to collaborate and learn at their own pace, while also relaxing the formality of training modules by making them more accessible.

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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