Barriers in the workplace prevent or hinder learning there.
There are a variety of reasons that explain compromised workplace learning environments. Some of these roadblocks result from organizations that see no value in continued learning. Other barriers are more subtle and impede a well-intentioned organizations ability to train employees. Some of the common problems cited by many are training personnel shortages, reluctant experts, conflicting priorities, negative employer attitudes about ongoing education and lack of a plan to implement new training.
One main barrier to workplace training that many organization/ companies experience is a lack of in-house trainers available. Organizations that experience constant change and high turnover often force employees to on the job in a stressful environment. In many companies there are few managers capable of hands-on-training, with this task delegated to peers forced into a training role out of necessity. In particular, companies rarely have dedicated trainers on hand to facilitate formal training classes. Some of these same companies are also reluctant to spend the money to bring in outsiders as a training resource.
A reluctant trainer can impede an organizations ability to successfully train employees. It's frustrating for a new employee to have a reluctant trainer who's paranoid about training anyone else, for fear of being replaced. Certain corporate cultures inspire this type of paranoia, but some employees view this approach to training others when asked as a way to solidify personal job security. To prevent or sidestep this negative attitude, trainers should be selected and rewarded based on proven training success and an anonymous evaluation by trainees.
Page Last Updated: Jan 31, 2022 (07:00:00)