Want to deliver a terrible training session? Want to ensure that training does not transfer to the job? Of course not! I’m guessing you want your employees to receive top-notch training worthy of your brand. Here are the 10 traps we often slip into, and how we can avoid these pitfalls to provide our teams the BEST training ever.
1. Ignore adult-learning principles
Treating employees like children undermines engagement. Adult learners bring experience, want relevance, and need immediate application. Role-play, group problem-solving, and learner-led discussions beat lectures every time.
2. Demonstrate instead of letting learners try
Watching someone else make the bed or fill out a performance plan won’t stick. Real learning happens when participants get hands-on practice in a safe setting.
3. Assume every issue needs training
A guest-satisfaction dip may stem from staffing levels, unclear guidelines, or broken tools—not knowledge gaps. Use root-cause analysis before rolling out training.
4. Skip post-session reflection
Without reflecting on what worked (and what didn’t), trainers repeat mistakes. A quick “start-stop-continue” debrief elevates every session.
5. Omit content or activities due to time constraints
If a slide or activity is in the plan, it matters. Skipping content shrinks perceived value—and can erode confidence in the training. Plan timings deliberately and stick to them.
6. Ignore real-world alignment
Training created by outsiders may miss operational realities. Be sure designers and facilitators understand frontline challenges so training feels authentic and practical.
7. Lecture for hours without breaks
Long monologues drain attention. Breaking content into shorter bursts with discussion and interaction keeps learners alert and retention high. (Note: inferred but consistent with adult-learning principles.)
8. Bombard learners with too much content
Overloading sessions with every policy under the sun overwhelms participants. Prioritize what truly matters—and leave the rest for reference materials.
9. Deliver the same training to every audience
Different roles and experience levels need differentiated approaches. For instance, if you’re grouping interns with veteran supervisors, you risk mismatched content that leaves both bored and frustrated.
10. Fail to measure impact
If you don’t track whether training changes behavior or improves metrics, like guest feedback or compliance, you can’t prove ROI. Define measurable goals up front and follow through.
Turning The List Around
Avoiding these pitfalls means starting with a clear problem to solve. Does knowledge really need to move, or is it a process or resource breakdown? If training is the answer, build it with adult-design in mind, aligned to hotel operations, with measured follow-up so you can prove impact.
In hospitality, every touchpoint matters. Your training shouldn’t merely tick a box—it should change how your team performs. Steer clear of these ten missteps, and you’ll deliver not the worst—but the best training ever.
Dr. Jennifer Belk White, Ed.D., SPHR, CHT, is the Vice President of Human Resources for General Hotels Corporation. She is President-Elect of the Council of Hotel and Restaurant Trainers (CHART).
This article was originally published in the November/December edition of Hotel Management magazine. Subscribe here.