Training methods are the strategies and formats we use to teach skills, share knowledge, and support growth at work. Choosing the right methods boosts engagement, improves retention, and helps meet learning goals more effectively. To choose the best method, consider the type of training, our goals, team needs, budget, and available time.
Training new team members or upskilling current ones can feel overwhelming, especially when results are slow or inconsistent. Employee training statistics back this up, with Axonify noting that nearly half find existing training methods useless. That’s where choosing the right training methods becomes a game-changer.
By understanding which types of training work best in different situations, you can build a stronger learning and development strategy that helps people grow and perform better on the job. The right method can boost engagement, improve retention, and make sure training sticks.
Let’s explore some of the best types of training methods that drive real results. We’ll also look at the key differences between on-the-job and off-the-job training so we can choose what fits best for our team.
1. Social learning
Social learning is a training method that happens through collaboration and observation. Instead of formal classes, this type of learning often takes place during casual conversations, team brainstorming, or shared problem-solving moments. Unlike mentorship, social learning happens peer-to-peer, making it easy to build into our daily work.
We can encourage social learning by creating space for team discussions, project debriefs, or shared digital workspaces where questions and knowledge flow freely. This is one of the most natural training methods because it mirrors how we learn outside of work—by watching, asking, and trying things out together.
Example: At HubSpot, the marketing team holds a casual lunch-and-learn after a product launch. Each person shares one lesson learned during the project, sparking questions and new ideas from the group.
2. Failure party
A failure party turns mistakes into learning opportunities. Instead of brushing failures under the rug, we bring them into the open, talk about what went wrong, and celebrate what we learned. This approach builds psychological safety, encourages experimentation, and helps us grow together.
To start, we can schedule regular team reflection sessions where the team shares recent missteps in a safe, nonjudgmental space. The goal isn't to place blame but to reframe errors as valuable lessons. This is one of the most engaging training techniques for creating a culture that values learning over perfection.
Example: Intuit holds failure parties and gives awards for the "Best Failure" to encourage employee creativity and innovation. It helps foster a culture where mistakes are learning opportunities, not failures to be ashamed of.
3. Teach-back session
Teach-back sessions are simple but powerful. After learning something new, a team member explains it back to the group in their own words. This helps reinforce understanding and makes sure key takeaways are clear for everyone. It also boosts confidence and encourages active participation.
We can make teach-back sessions part of any training delivery method we use, including:
- After workshops
- New process rollouts
- Tool training, such as employee onboarding software
- Onboarding sessions
- Cross-training activities
- Compliance or policy updates
All it takes is carving out a few minutes for someone to share what they’ve learned and how they’ll apply it.
Example: After completing a security training module, Salesforce employees present mini overviews to their peers. This allows everyone to clarify concepts and ask questions in a safe space.
4. Job rotations
Job rotations allow employees to step into different roles across the organization, even if only for a short time. This helps build a broader understanding of how the business works, encourages empathy between teams, and strengthens problem-solving skills. It’s one of the most effective on-the-job training methods for developing well-rounded team members.
To implement job rotations, we can start by identifying key roles or projects where someone could temporarily step in. It doesn’t need to be long-term — even rotating for a few days can spark new insights and skill growth.
Example: At Unilever, early-career employees rotate across departments like sales, supply chain, and finance as part of their Future Leaders Program.
5. Cross-training
Cross-training helps build cross-functional teams. It focuses on teaching employees skills that complement or strengthen their current role. Unlike job rotations, which expose people to completely different roles, cross-training helps us deepen our expertise and stay flexible when the team needs support in specific areas. It’s a great way to build resilience and avoid bottlenecks.
We can implement cross-training by pairing team members with different strengths or creating short how-to sessions for essential tasks. Over time, this training style helps teams become more agile and self-sufficient.
Example: At Southwest Airlines, ground crew members are cross-trained to manage check-ins, gates, and baggage handling, giving the team more flexibility during peak hours.
6. Job shadowing
Job shadowing lets team members observe a colleague in action to learn how a specific task, tool, or process works in real-time. It’s a low-pressure way to explore new areas of the business and gain hands-on exposure. This one stands out for its simplicity and immediacy among employee training methods.
We can introduce job shadowing during employee onboarding, career development planning, or before internal role transitions. The key is creating space for observation, followed by time to reflect and ask questions.
Example: At consulting firms like Deloitte, interns are paired with senior consultants for shadowing days to better understand client interactions and project delivery.
7. Mentorship
Mentorship pairs a more experienced team member with someone looking to grow. It’s a long-term relationship built on trust, guidance, and shared learning. This method is especially valuable for personal growth, career development, and building future leaders. We can also explore reverse mentorship, where junior employees mentor senior staff, helping both sides see things from a fresh perspective.
To start a mentorship program, we can match team members based on interests, career goals, or areas where they want to grow. Set clear expectations and make space for regular check-ins. Mentorship is one of the most useful leadership training methods, which works well for:
- Supporting career development
- Building leadership confidence
- Encouraging knowledge sharing
- Creating connections across teams
Example: At Microsoft, senior leaders are paired with Gen Z employees through reverse mentorship to better understand digital trends and new work habits. This supports both leadership activities and generational learning.
8. Coaching
Coaching is more focused and short-term than mentorship. It zeroes in on specific areas of improvement at work, such as public speaking, time management, or leading meetings. Coaching is typically structured around goals and outcomes, making it a great way to help team members overcome blocks or sharpen a skill.
We can bring in an internal or external coach, or even train team leads to coach during one-on-one meetings. What matters most is keeping the sessions consistent, actionable, and tailored to the person’s needs.
Example: Adobe offers internal coaching programs where employees meet with certified coaches to work on public speaking or project management.
9. Internships and apprenticeships
Internships and apprenticeships give people hands-on experience in a real work environment.
- Internships are often short-term and geared toward students or early-career professionals.
- Apprenticeships tend to be longer and more structured, offering guided training that leads to full-time roles.
Both are powerful training delivery methods for building pipelines of future talent. To start, we can create short-term roles with a clear learning plan and assign mentors or team leads to guide progress. Even a small internship program can bring fresh energy and help grow future team members.
Example: IBM’s apprenticeship program provides structured training for tech roles like data science and cybersecurity — no college degree required.
10. Instructor-led training
When we think about traditional learning, most of us picture instructor-led training (ILT) in which a knowledgeable trainer guides a group through a topic. Whether in-person or virtual, this format is great for topics that require explanation, discussion, or group exercises. Among training methods for employees, it’s one of the most reliable for delivering structured knowledge at scale.
We can use ILT for onboarding, compliance training, or deep dives into new tools or processes. We can make our instructional strategies engaging with interactive elements, real examples, and follow-up materials to reinforce the content.
Example: At PwC, new hires attend instructor-led onboarding sessions that cover company values, tools, and client service.
11. Workshops and seminars
Workshops and seminars offer dedicated time and space for learning, away from the usual day-to-day tasks. These different training methods work well when we want to focus on a specific topic, introduce new ideas, or bring in outside expertise. Workshops tend to be more interactive, while seminars are often more presentation-based.
We can host these sessions in person or virtually. What matters most is choosing topics relevant to our team and giving people room to ask questions, share insights, and walk away with practical takeaways. We can break them into small groups and ask for employee feedback.
Example: Shopify regularly hosts design-thinking workshops where product teams brainstorm and prototype solutions in small groups.
12. Lunch and learns
Lunch and learns are informal learning sessions held during lunchtime. Unlike structured workshops, they are shorter and more relaxed, making the environment perfect for sharing updates, soft skills, or spotlighting a colleague’s expertise. This training methodology keeps learning light and flexible while still encouraging employee engagement.
We can rotate topics and hosts, keeping the format fun and inclusive. Bonus points if we provide lunch — it helps boost turnout and creates a sense of community.
Example: At Zendesk, team members present at monthly lunch and learns on topics ranging from AI tools to productivity hacks. It’s a light and effective training methodology.
13. Gamified training
Gamified training adds a layer of fun and competition to learning. We can boost engagement and motivation by turning lessons into games, such as quizzes, challenges, or point systems. It’s especially effective when we want to reinforce existing knowledge or make routine topics more exciting. These employee training techniques help make learning stick.
To get started, we can use training platforms that offer built-in gamification or create our own using tools like Mentimeter.
Gamified training often includes:
- Leaderboards to boost friendly competition
- Badges or points for completed tasks
- Timed quizzes or knowledge challenges
- Real-time feedback for instant learning
Example: Deloitte Academy uses gamification to train employees on management skills. This is one of their go-to employee training techniques.
14. Roleplaying
Roleplaying lets team members act out real scenarios they may face at work, such as handling tough conversations or responding to customer feedback. This method builds empathy, sharpens communication, and boosts confidence. Among practical training and development methods, it’s one of the most hands-on.
We can use roleplay in team meetings, training sessions, or leadership development programs. Keep it low-pressure and make time for discussion afterward so everyone can reflect on what worked and what they’d do differently.
Example: The Ritz-Carlton uses roleplay to train staff on handling guest complaints. New hires practice responding to real-life scenarios before interacting with customers, making this one of their essential training and development methods.
15. Simulations
Simulations place employees in realistic, high-pressure scenarios without the real-world consequences. Unlike simple roleplay, which might involve just two people and a quick back-and-forth, simulations tend to be more immersive and team-based. These traditional training methods help us prepare for complex situations, like crisis response or technical system failures.
To implement simulations, we can build scenarios based on real business challenges. Encourage teams to treat the situation as if it were live, then debrief together to reflect on what worked and what could improve.
Example: Delta Air Lines runs flight simulators for pilot training, offering hands-on practice for emergency procedures. These are highly effective traditional training methods for safety-critical roles.
16. Case studies
Case studies use real-world events as learning tools. Unlike simulations, which ask us to act in the moment, case studies encourage analysis and discussion after an event has already taken place. These corporate training methods are great for building strategic thinking and decision-making skills.
We can present a case study in meetings or learning sessions and ask the team to evaluate what happened, why, and what they would have done differently. This makes learning practical and immediately relevant.
Example: Harvard Business School uses case studies in its MBA program to teach students how to evaluate business challenges and propose solutions.
17. Stretch assignments
Stretch assignments give employees the chance to grow by stepping outside their comfort zones. These are projects or tasks that are slightly beyond our current skill set, offering an opportunity to build new capabilities on the job. Among the most effective training methods, this one helps us learn by doing.
To make stretch assignments work, managers can identify development areas and assign tasks with the right balance of challenge and support. A short briefing, a check-in or two, and clear goals are often enough to set someone up for success.
Example: At Google, employees take on 20% projects — side initiatives that allow them to explore new ideas or solve problems beyond their roles.
18. Hackathons and boot camps
Hackathons and boot camps are intense, time-boxed training sessions encouraging focus, creativity, and rapid problem-solving. While hackathons are often tech-related, it’s possible to adapt both training methods for various departments. They're great when we want to drive innovation or sharpen new skills quickly.
We can host these events internally or participate in external ones. The key is to choose a challenge or theme that aligns with our team’s growth goals.
These training formats typically involve:
- A clear problem or challenge to solve
- A short, focused time frame (from a day to a week)
- Cross-functional collaboration
- A final presentation or showcase
Example: Atlassian hosts internal hackathons where teams build experimental tools or pitch ideas. These are great for testing new concepts and upskilling fast.
19. Video training
Video training is one of the easiest ways to share knowledge at scale. It lets us record a topic once and reuse it as many times as we need. This method is especially helpful for onboarding, process walkthroughs, and product demos.
To get started, we can create short screen recordings or simple videos walking through a process, explaining company tools, or introducing internal policies. These can live in a shared drive or learning platform for easy access.
Example: Canva’s internal team creates short video tutorials on using design templates. These videos are stored in their learning hub for ongoing access.
20. Webinars
Webinars are live, interactive sessions that bring people together to learn in real-time. Unlike video training, which is recorded and asynchronous, webinars allow for Q&A, feedback, and engagement. They’re ideal for guest speakers, new product rollouts, or live training events.
To run a great webinar, we can invite a speaker or team member, prepare slides or a short demo, and leave time for questions. Recording the session means we can share it afterward, too.
Example: Slack’s product team hosts webinars to walk through new features with customers and internal staff. Unlike standard video training, these include live demos and Q&A.
21. eLearning
eLearning is technology-enhanced learning (TEL), including any digital course or module employees can complete online. These remote training methods work especially well for distributed teams, compliance topics, or technical upskilling. Plus, they let us learn at our own pace.
We can use ready-made platforms or build our own courses tailored to internal needs. Keep modules short and interactive to maintain focus and make learning stick.
Example: Coursera for Business powers eLearning at companies like L’Oréal, where employees complete personalized courses on digital marketing, AI, and more.
How can we format these trainings?
Depending on our goals, team size, and resources, we can format these trainings in various ways. Choosing the right format helps make learning more engaging, accessible, and effective for everyone.
One of the first things to consider is synchronous vs. asynchronous learning — do we want our team to learn together in real time or at their own pace?
Here are a few common delivery methods to explore:
- Just-in-time learning: Bite-sized content delivered exactly when it’s needed, often during a task
- Blended learning: A mix of in-person and digital training for flexibility and hands-on support
- Microlearning: Short, focused lessons — think 5-10 minutes — designed to fit into the workday
- Spaced learning: Spreading lessons out over time to improve retention and reduce overload
- Adaptive learning: Personalized content that adjusts to each learner’s pace and performance
- Hybrid learning: Combines remote and in-person sessions to support flexible work environments
Mixing and matching these approaches can create a training experience that truly supports our team’s growth.
How can we choose the right training method?
We can choose the right training method by identifying the training type and the outcome we want to achieve. The best approach will depend on a mix of factors, from who needs the training to how much time and budget we have available. Aligning our training goals with the right format helps make the learning stick and drives real impact across teams.
Here are a few things to consider when evaluating types of training:
- Type of training: Are we focusing on onboarding, compliance, leadership training, or technical skills?
- Goal: What specific outcome or behavior change are we hoping to see?
- Audience: Who is the training for, and what is their current level of knowledge?
- Resources and budget: What tools, people, and funds can we realistically invest?
- Timeline or time constraints: Do we need a fast solution or a long-term development plan?
- Accessibility: Can everyone easily participate, including remote team members or those with different learning needs?
By considering these factors upfront, we can build training programs that are not just well-delivered but also well-received.
What training evaluation methods can we consider?
We can evaluate training by measuring how well it met learning goals and impacted performance. A good evaluation plan helps us understand what’s working, what’s not, and where we can improve. This starts with a solid training needs assessment and continues through regular check-ins and data collection.
Here are some common training evaluation methods:
- Pre- and post-training assessments: Measure knowledge or skill changes over time.
- Training feedback surveys: Ask learners clear, targeted training survey questions to gauge usefulness and engagement.
- Interviews: Gather in-depth feedback from team members or managers.
- Completion rates: Track how many participants completed the training.
- Employee performance: Monitor job performance or behavior changes after training.
- ROI analysis: Compare training costs to business results like productivity or retention
By using these methods, we can make more informed decisions and improve future training efforts.
What are the benefits of using diverse training methods?
Using a mix of training methods helps us reach more people, meet more goals, and support continuous improvement across our teams. Different methods work better for different topics, learning styles, and business needs, so a flexible approach gives us more ways to succeed.
Here are some of the key benefits:
- Tailoring methods to learning styles and subject matter
- Improving knowledge retention through varied formats
- Increasing accessibility for different team members and roles
- Collecting more comprehensive data on what works
- Keeping learners more engaged over time
- Adapting faster to change and new skill requirements
By using diverse training methods, we’re not only building better training experiences, we’re building a stronger learning culture.
Level up your training methods with Mentimeter
The right training methods make all the difference, whether we’re helping new hires get up to speed or developing leadership skills across our teams. Mixing and matching different approaches can create more engaging, inclusive, and impactful learning experiences that truly work.
Mentimeter makes it easy to bring those training moments to life. With interactive features like live polls, word clouds, and quizzes, we can turn even the most traditional sessions into dynamic, two-way conversations. Explore how Mentimeter supports learning and development at every stage and level up your training methods.
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