8 quick ways to improve training fast

It's a common problem leaders face: while your training program works, it doesn't work well. Completion rates are decent, but engagement is low. People finish courses without retaining much. Leadership keeps asking for better results, but you don't have months to redesign everything from scratch.

The good news is that fixing your training doesn’t have to involve starting over—in fact, your program can become a success with a few strategic improvements to what you already have. Here are the eight changes with the biggest impact on training effectiveness, none of which require a complete rebuild.

1. Fix the timing problem

Most training happens at the wrong time—either too early (before people need the skills) or too late (after they've already struggled). When that happens, employees don’t understand the material or feel frustrated.

What to do: Move training closer to the point of need. For example, instead of front-loading all compliance training in week one, deliver it when employees actually encounter those situations and offer skill-building courses right before project launches or role changes.

2. Make the content scannable

Dense, text-heavy modules make employees feel like they're reading a manual instead of learning a skill. Scannable content, though, helps them find what they need without wading through everything.

What to do: Break existing content into smaller chunks with clear headings, bullet points, and white space. Add brief summaries at the beginning of each section explaining what learners will gain.

3. Add real scenarios

Generic examples that don't reflect actual workplace challenges frustrate employees and make them feel alienated. Relevant examples, though, allow them to see immediate value.

What to do: Replace theoretical case studies with situations your employees actually face. Use real company data, common customer complaints, or typical project roadblocks as training scenarios.

4. Create learning paths instead of random courses

When employees are unsure about which courses to take or in what order, it results in scattered learning without clear progression.

What to do: Partner with a content aggregator that groups related courses into logical sequences like "New Manager Essentials" or "Customer Service Mastery."

In under a year, JCDecaux used Go1 to transform their L&D setup and achieve incredible results: 95% learning engagement (from 20%), £75K annual L&D cost savings, and a 60% increase in course completions.

5. Use micro-learning

Hour-long modules don’t fit into employees' busy schedules. Short sessions, though, allow employees to make consistent progress without blocking out large time chunks.

What to do: Leverage micro-learning by breaking longer courses into 5-10 minute segments that employees can complete between meetings. Each segment should cover one specific concept or skill.

6. Leverage peer learning

Using internal expertise addresses one of training's biggest challenges: relevance. Your top performers know exactly which skills matter most and can share real examples of how they've applied them successfully.

What to do: Create simple peer-sharing opportunities within your existing training structure, like a 10-minute "expert spotlights" where high-performing employees share one practical tip or lesson learned. Or, set up brief peer discussion sessions after course modules where employees can share how they'd apply new concepts to current projects.

7. Integrate learning into existing workflows

Instead of treating training as separate from work, embed it directly into daily processes. Add quick skill-building moments to team meetings, include relevant learning modules in project kick-offs, or link training resources directly within work tools and software platforms. 

What to do: Use learning platforms that integrate with your existing tech stack so employees can access training without switching systems.

8. Curate content from multiple sources

Your employees need diverse perspectives and teaching styles that a single content provider can't offer. Different topics require different expertise, and learners benefit from multiple approaches to complex concepts.

What to do: Aggregate high-quality content from various providers into one searchable platform rather than limiting employees to a single course library.

Training improvement doesn't require starting from zero. These targeted adjustments to your existing program can dramatically improve engagement, retention, and application of new skills.

The key is choosing improvements based on your specific challenges rather than trying to fix everything simultaneously. Start with one or two changes, measure the impact, then build on your success.