Why Corporate Training is Broken (and How to Fix It)

Corporate training is broken. As someone who has spent his entire corporate career in training and development, that’s a tough thing to admit. I ran the L&D function for Hard Rock International for two decades and managed a consulting consortium since. So, for me to throw my old profession “under the bus”, it must be a serious problem.

I am a firm believer in the power of corporate training, but my quest to improve it requires me to play devil’s advocate and be deeply critical of the function.

Right now, the corporate world needs some tough love. We are at an inflection point in how we teach and develop employees, and a change is long overdue. A learning revolution is required if we hope to reach and engage today’s workforce and future generations.

As a keynote speaker, bestselling author and a Training thought leader (Knight Speaker LLC), I wanted to share my unique thoughts and break down why traditional methods are failing, but also provide a set list of proven best practices from companies that are already overhauling their approach to training and development. Let’s dive in.

Three Reasons Why Training Needs a Revolution

Why the urgent need for change? Most companies have not updated their approach to training in decades, still relying on print manuals, classroom lectures, and legacy manager-in-training programs. 

These methods are not compelling, and they certainly don’t help companies compete for top talent. The problem stems from three core issues.

1. Stagnant Methodologies

Most corporate training still looks the same as it did 30 years ago. While the world has seemed to move on, training departments are likely stuck with outdated tools that fail to capture the attention of a modern workforce.

2. Slow Technology Adoption

Despite the availability of apps, mobile devices, and even AI, trainers are not moving fast enough. Information needs to be delivered the way employees—especially younger ones—prefer to receive it: digitally, instantly, and on their own schedule. Ignoring the power of tech will keep T&D leaders in the dark ages.

3. A New Generation of Workers

The newest generation of workers is entering the workforce with a different set of life skills than their work ethic-obsessed predecessors. Foundational skills like counting change, making eye contact, resolving conflict, or even using a broom were once taught at home or in school. 

Today, these are increasingly uncommon traits for many entry-level hires. Companies that want to become employers of choice must revolutionize their development content and delivery to adapt to this new reality.

A complete reset must occur. For those ready to disrupt the field, here are some best practices from companies leading the charge.

Best Practices for Resetting Staff-Level Training

1. Shift Onboarding to Focus on Culture

Instead of diving into tactical job steps, start with your organization’s purpose, mission, and story. No brand does this better than Chick-fil-A, which immerses every new hire in a compelling two-day cultural orientation before they even begin skills development.

2. Create a Visual Playground

Transform dense printed materials into graphic-heavy collateral. Think like IKEA’s furniture instructions, LEGO’s toy pamphlets or airline safety cards. No words in these items at all, yet everyone knows exactly what to do because of these visual masterpieces. Thirty years ago, I implemented this strategy at Hard Rock Cafe, and the brand continues to use this visual-first concept today. Innovative companies will do the same.

3. Utilize Modern Technology

Embrace effective tech tools like group texting, Slack channels, live audience polling, and custom apps. Choice Hotels developed a fantastic internal app that managers use at the start of each shift to quiz associates on standards and company trivia, reinforcing the brand’s core values in a fun, interactive way.

4. Implement Blended Training

QR codes, once considered a gimmick, are now powerful tools for blended learning. These bite-sized graphics can link to videos, podcasts, and web pages, complementing written text and increasing retention. 

Smokey Bones Bar & Fire Grill masterfully uses QR codes in its learning manuals, creating an "edutainment" experience that moves seamlessly between print and digital.

5. Deploy Gamification

Replace dry verbal instruction and written tests with fun, retention-focused exercises. Try a game of Jeopardy with new hires, or use trivia flashcards and digital badge collecting. 

The concept behind Pokémon Go! isn't just for recreation; T&D disruptors are using similar ideas to teach and reward employees for knowledge acquisition.

6. Make the First Job the Right Job

Validate and teach basic life skills to set employees up for future success. This will solidify your brand as an employer of choice. Suzy’s Swirl, a Chicago-based frozen dessert brand, was a leader in this movement. Its founders knew the power of spending time, energy and patience with its team members to fill these foundational gaps and teach them life skills that would serve the employees far beyond the day-to-day of serving frozen yogurt. 

Preparing a workforce for greater things is some of the most rewarding work.

Best Practices for Resetting Management-Level Training

1. Beef Up Leadership Development

Preparing internal talent for leadership roles should be every company’s top development priority. Programs like K&N Management’s “Career Path” clearly outlined the steps, projects, and competencies required to advance, creating a transparent road map for growth.

2. Focus on Essential Soft Skills

Throw away the three-ring binders and tactical checklists, which do little to help managers develop crucial soft skills. Instead, incorporate experiential projects and simulations focused on leadership competencies like strategic thinking, communication, and conflict resolution. Golden Corral, for instance, offered managers e-learning courses on these very topics.

3. Create Situational Experiences

Replicate real-life scenarios as much as possible, especially for high-risk situations like handling client complaints or terminating employees. 

Perkins Restaurant & Bakery built the “I Say, You Say” program, which allowed managers to role-play various business scenarios. This helped validate their knowledge and better predict employee behavior.

4. Increase Face-to-Face Mentorship

As important as technology is, managers need quality face time and true mentorship from their leaders. This "old school" approach requires more time and commitment, but the rewards are immense. Chipotle’s strong one-on-one mentorship program was a key reason why 90% of its restaurant managers were promoted from within.

Supercharge Your Training—Lead the Revolution

Don't just settle for incremental change—ignite a true transformation in your organization. 

Although my keynote speeches and books are more focused on company culture, rock star leadership, and guest-obsessed service, my heart will also be drawn to my Training & Development roots. It’s a topic I know well. 

My thoughts and unique approach blends cutting-edge technology, immersive “edutainment,” and a deep understanding of today’s workforce to create learning experiences that are dynamic, memorable, and proven to boost engagement.

My programs will help you attract top talent, retain your best people, and develop future leaders.

If you’re ready to lead the charge and build a training culture that rocks, Contact Me Today to discover how my expertise can turn your workforce into your greatest advantage. Let’s rock!