How to Eliminate Corporate Learning Obstacles and Improve Learning & development Returns!

by Glenn Maxwell

Employee training is infamous for having a low return on investment. A conservative estimate for the cost to replace a worker is 1.5 to 2 times the employee’s yearly compensation.

There are different hurdles to train in a workplace, which is one of the causes why employee training may not always produce a positive ROI. Leaders can enhance the efficiency of training and increase the ROI for learning & development efforts by removing these impediments. There are certain self-service applications that help in increasing the return on investments swiftly like the Paycom app.

Failure Phobia

Fear of Failure hampers corporate learning. To help learners build a good attitude toward learning, allow for mistakes and use motivating language. Encourage them to practice, and clarify that making errors now in training is preferable to not understanding how to act in real-life situations later.

Remote Learning Software isn’t used much

The limited use of remote learning technologies is another impediment to corporate learning. To meet the needs of their distributed workforce, many companies adopt a learning management system or some other remote learning solution. Still, if the solution is not embraced by trainees, it will be a big impediment to corporate learning and impede a positive return on investment in L&D. Organizations must discover ways to increase remote learning software use to lower this obstacle to professional learning.

Employees and other remote education platform users can be encouraged to use a training solution in a variety of ways.

1) Form an LMS support team – Companies that use a learning management system or another remote training system should consider hiring support staff. Although it may contain IT professionals, this crew would be separate from the IT team.

2) Provide learning incentives – If employees aren’t engaging with remote learning tools, they may want more learning incentives. You can encourage employees to use a learning solution by providing an incentive whenever a remote training program finishes.

Due to the coronavirus pandemic, several organizations are in financial distress. If your company is in this situation, provide low-cost or no-cost incentives. These can be as stimulating for students as more expensive options.

3) Enhance the learner experience – Use employee feedback to optimize the LMS user experience and enhance training engagement as well as your company’s L&D ROI. The most important factor in LMS adoption is user satisfaction. User impact, user-developer communication, and customer participation in the decision process lessen the pain of adoption.

Social Learning – Every LMS should provide social/collaborative learning capabilities. Notices, note-taking, discussion, blogs, video conferencing, and other social learning elements are available.

Mobile learning is a function of the Learning Management System that is vital to employee engagement with corporate training. Mobile learning guarantees that all users have access to training. Allow them to learn at their own pace, on their own time, and from their mobile device, and boosts productivity.

Personalization – Personalized training is more interesting than generic instruction. That’s why your company’s LMS must enable admins to customize training using a variety of instructional tools. Built-in customization tools make each user’s learning experience unique. The administrators can use them to make training interesting to a wide range of learners. Administrators can end hurdles to corporate learning by employing personalization tools.


There are different impediments to corporate learning in the workplace, which is one of the reasons why employee engagement doesn’t always produce a high ROI. Organizational leaders should improve the efficacy of training and raise the return on the investment for learning & development initiatives by removing these barriers.

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