5 mistakes in training operational staff (and how it can be improved)

Operational personnel form the heart of your organisation. They are on the floor, on the line, or in direct contact with the customer. However, when it comes to training, they often receive the least. In this blog, we outline the five most common mistakes — and how you can do better.

1. Too much theory, too little practice ❌

Whitepapers, PowerPoints, and long e-learnings sound nice, but do not work on the shop floor. Operational staff need concrete examples, visual explanations, and direct applicability.

Here's how it can be better:
Use short video training that shows relatable situations, for example, with colleagues in action. Add quizzes for immediate feedback.

2. No structure in the onboarding process ❌

Many companies improvise the onboarding: one employee receives an extensive explanation, while another just starts ‘walking’. Result: mistakes, frustration, and unnecessary questions.

Here's how it can be better:
Establish a fixed onboarding programme, with clear steps and a logical structure. Ensure that everyone receives the same foundation.

3. Training is not scalable ❌

If training depends on one enthusiastic colleague, you will struggle during busy times or turnover. Knowledge resides in heads, not in systems.

Here's how it can be better:
Use a platform that allows you to create training sessions well once and then easily reuse them — for every new employee.

4. There is no visibility on progress ❌

Without visibility on who has completed what or what is still missing, it remains a guessing game whether someone is ‘ready’. And that often leads to premature deployment or missed opportunities.

Here's how it can be better:
Use an app that automatically tracks progress so that managers always have insight and can adjust accordingly.

5. Too little attention to motivation ❌

A training without purpose, context, or feedback feels quickly like a ‘must’. That is demotivating.

Here's how it can be better:
Provide positive feedback, compliments, and small successes. Make training fun with badges, scores, or challenges.

In summary:

Training doesn’t have to be complicated — as long as you approach it smartly. With short, visual training, clear structure, and a bit of fun, you can make learning effective. And both your employees and your organisation will notice.