Which employee training method works best? 

A stakeholder walks into your office with a training request. Their team isn’t hitting sales numbers, and they’re sure training is the answer. Now, we both know the problem probably isn’t training-related—but let’s say, for the sake of argument, that it is.

You check the data, and sure enough, product knowledge isn’t where it needs to be. So now the question isn’t if you should train. It’s how.

Do you build a slick video? An interactive course? A hands-on simulation? A simple job aid? Maybe launch an AI-powered product knowledge agent? There’s no shortage of options. If you Google “best training method,” you’ll find plenty of stats claiming one approach is better than the rest. The problem? A lot of those stats come from vendors claiming their method – the method they’re trying to sell you – is the best. Even independent research is often too broad to apply directly to your work environment.

Instead of chasing the “one right way,” let’s take a common-sense approach. No single training method is universally the best. The key is understanding the strengths of each approach, factoring in your specific audience and learning styles, and making an informed decision. Let’s break it down.

Hands-on training

There’s a reason hands-on training is the most commonly used method—especially for frontline roles. Whether it’s operating a deli slicer, stocking shelves, or handling customer interactions, people need to do the work to truly learn it. Watching a video or clicking through an online training course can introduce concepts, but real confidence and capability come from direct experience in a controlled, low-risk environment. No matter the role, people need opportunities to apply knowledge, make mistakes, and refine their skills before they’re expected to perform independently.

Beyond skill development, hands-on training fosters a sense of connection. A knowledgeable, empathetic peer trainer or mentor doesn’t just teach the standard operating procedures. They pass down insights gained from years of experience. This mentorship strengthens teamwork, builds confidence, and creates a workplace culture where employees support each other.

Not every learning experience requires hands-on training, but if your goal is the application of practical skills, this method should be part of your strategy.

▶️ Related: What is training content? (with 15+ examples!)

Classroom training

For many people, “learning” has always meant sitting in a classroom training session. From school to the workplace, we’re conditioned to think of learning as a scheduled event: go to a place, receive information, take a test, and then (hopefully) apply what you’ve learned. It’s a familiar model—which is why so many organizations still default to it. It’s also why L&D teams often struggle to shift mindsets and implement new training techniques.

But learning isn’t just a place-and-time activity. And while classroom training isn’t always the right tool, it’s not inherently bad. Bad classroom training is bad. When done right, bringing people together creates opportunities for discussion, collaborative learning, and direct engagement with trainers and fellow team members. That’s what makes it valuable.

To make the most of classroom training sessions, avoid info dumping. If all you need to do is push information, there are more efficient, cost-effective, scalable, and less disruptive ways to do it. Instead, use digital tools to deliver foundational knowledge ahead of time, then focus live sessions on interactive, discussion-based and problem-solving activities that aid hands-on application.

And if you’re taking classroom training online, don’t just copy-paste the experience into Zoom. A physical classroom and a virtual one are not the same. Design for the environment, build in opportunities for immediate feedback and engagement, and make sure people aren’t just passive participants. If your goal is to create a shared learning experience where people can collaborate and apply knowledge in real time, the classroom training—when done well—can still be a powerful tool.

▶️ Also read: How long should employee training be to be effective?

eLearning

eLearning is an effective tool for delivering content quickly and consistently. This is why it’s often used for compliance as well as foundational employee training programs on topics like job policies and product knowledge. eLearning allows an organization to scale training across a large, distributed workforce without the logistics of in-person sessions.

While eLearning is efficient, it also has limits. Most online training courses are flat, one-way experiences with little room for interaction or discussion. Without engagement, employees may just “click next to continue” without truly learning anything. Unlike hands-on training or instructor-led training, eLearning doesn’t naturally support peer learning or real-time feedback. When done wrong, it’s the ultimate check-the-box exercise. 

eLearning is a great tool for speed and scale, but it works best as part of a broader training strategy—not a one-size-fits-all solution.

▶️ How to overcome eLearning challenges in your organization

Simulation

Some skills are too risky, costly, or complex to practice in real life—at least, not right away. A well-designed simulation mirrors real-world conditions while providing clear, actionable feedback, allowing employees to build confidence and critical thinking skills in a safe environment before applying their skills on the job.

Simulations come in different forms. Some can be incorporated into classroom training, especially for small groups working through scenarios together. But for high-risk, safety-critical or technically complex tasks, it’s best to provide dedicated simulation time outside of a traditional training room. This ensures every employee gets the hands-on practice and targeted feedback they need to reach proficiency.

Industries with high-stakes roles rely on simulations for a reason. Healthcare professionals use manikins to practice life-saving procedures before treating real-life patients. X-ray technicians train on complex imaging equipment in a controlled environment before working with live radiation. Virtual reality (VR) is also making simulation training more accessible, allowing workers to safely experience scenarios like operating heavy machinery, de-escalating difficult customer interactions, or even practicing how to work at height without the risk of a fall.

Not every job requires simulation training, but when real-world practice isn’t an option, it can be a game-changer. When done right, simulations provide a critical bridge between knowledge and application, ensuring employees are truly prepared for the challenges they’ll face on the job.

Video

Did you know people don’t want to read anymore? They just want to watch videos—or at least, that’s what some tech providers are saying. And sure, people spend hours every day on YouTube and Instagram, so video is clearly a popular, familiar content delivery method. But remember, we’re applying a common sense approach to this convo. Video can be a great way to deliver information in an engaging, easy-to-consume format. But like every other training method, it comes with limitations.

First, video requires the right environment. You need to do your training where you can watch the screen and hear the audio, which isn’t always practical in a chaotic workplace like a manufacturing facility or retail store. On top of that, video isn’t easy to scan or search. If you’re looking for one specific piece of information, you often have to sit through the entire runtime to find it. Video can be great for storytelling, building emotional connections, and supporting employees who struggle with reading. But if a quick article, checklist, or job aid would get the message across more efficiently, why force people to watch—even if it is AI-generated?

There’s a lot we can learn from how video is used in education and entertainment. When done well, it can be a powerful tool. But like every training method, it’s not the best option for every situation.

Microlearning

Microlearning isn’t a training method. It’s a set of principles designed to help you align learning with the realities of work. Instead of forcing employees to step away for long, structured training sessions, microlearning helps you deliver the right support in the right way at the right time. It’s not just about short content; it’s about targeted content. Whether it’s a quick video, an article, a practice activity, or a short course, the key is focusing on a specific, actionable topic using a format that fits both the employee’s needs and their work environment.

In fact, microlearning principles are a great way to decide which training method to use for a given performance challenge. Let’s go back to our product knowledge example. A restaurant might reinforce key menu details through short practice activities during pre-shift huddles. A retail store, on the other hand, might use quick refresher videos employees can review between customer interactions. The best approach depends on how and where people do their jobs, which tools they have access to, and how much time they realistically have to focus on learning.

The average Axonify microlearning session lasts just 5 minutes and 48 seconds. That time may include a mix of formats, from videos to quiz questions to articles, all personalized to what each employee needs. Microlearning helps you avoid the trap of looking for the “right way” to train and instead allows you to leverage every tool in the toolkit to fit learning opportunities into the workflow without disrupting the operation, ensuring that employees get the right support when and where they need it.

▶️ Kroger delivers targeted training – in small doses 

Training is just the start

No matter which training method you choose, training alone is never enough. It’s just the beginning. Picking the right approach is important, but what really matters is making sure employees can apply what they’ve learned on the job.

To make training stick, you must support every method with the right ongoing learning opportunities. That means providing on-demand resources, mentorship and reinforcement to strengthen knowledge retention over time. This type of performance support gives people a way to get help in the moment of need, reinforcement to strengthen retention over time, and coaching to ensure ongoing development.

When you adopt this right-fit approach, you’re not just delivering training—you’re creating an impactful learning experience that maximizes employees’ time while driving real results for the business.

JD Dillon, Chief Learning Architect

JD Dillon became an expert on frontline training and enablement over two decades working in operations and talent development with dynamic organizations, including Disney, Kaplan and AMC. A respected author and speaker in the workplace learning community, JD also continues to apply his passion for helping frontline employees around the world do their best work every day in his role as Axonify's Chief Learning Architect.

Read More by JD Dillon, Chief Learning Architect