A bridge connecting a classroom to a workplace, symbolizing training transfer.

Unlock Your Potential: How to Make Training Stick in the Workplace

Soraya Malik in Mind & Education June 2025 • 4 min read.

"Boost your team's performance by mastering the art of training transfer. Discover actionable strategies that bridge the gap between learning and doing, and turn knowledge into real-world results."

In today's fast-paced world, workplace training is essential for organizations that aim to adapt, innovate, and excel. Training programs offer a structured way for employees to acquire new skills, refine existing competencies, and stay ahead of industry trends. However, the true value of training lies not just in the learning process but in the effective transfer of that learning to on-the-job performance.

The challenge is that many training initiatives fail to translate into tangible improvements in the workplace. Employees might enthusiastically participate in workshops, absorb new information, and even demonstrate mastery during training sessions. Yet, when they return to their daily tasks, the newly acquired knowledge and skills often remain unused, forgotten, or deemed impractical in the real-world context.

This disconnect between training and application represents a significant loss of investment for organizations. To maximize the return on training initiatives, it's crucial to understand the factors that facilitate or hinder the transfer of training. By creating a supportive environment and tailoring training programs to meet specific needs, organizations can empower employees to effectively apply their new skills and drive meaningful results.

The Six Pillars of Effective Training Transfer

A bridge connecting a classroom to a workplace, symbolizing training transfer.

A recent study examined the key factors influencing the transfer of training among human resources in Iranian Medical Science Universities. The research identified six fundamental factors that significantly impact the successful application of learned skills in the workplace. Understanding and addressing these factors can help organizations create training programs that truly make a difference.

Let's explore these six critical dimensions of effective training transfer, providing insights and practical strategies for cultivating a workplace where learning transforms into lasting performance improvements:

Training Design Factors: Is the training tailored to specific job requirements and designed for practical application?
Management Factors: Does management actively support and reinforce the use of new skills?
Environmental Factors: Are there sufficient resources and opportunities to apply what was learned?
Cultural Factors: Does the organizational culture value learning and continuous improvement?
Supportive Factors: Do supervisors provide guidance, encouragement, and feedback?
Individual Factors: Are employees motivated to learn, confident in their abilities, and ready to embrace new challenges?

By focusing on these six areas, organizations can create a comprehensive approach to training transfer, maximizing the impact of their learning initiatives and fostering a culture of continuous growth and development.

Turning Knowledge into Action

Effective training transfer is not just a theoretical concept; it's a practical necessity for organizations that want to thrive in today's competitive landscape. By understanding the key factors that influence transfer and implementing strategies to address them, organizations can unlock the full potential of their employees, drive meaningful results, and build a culture of continuous learning and growth.

About this Article -

This article was crafted using a human-AI hybrid and collaborative approach. AI assisted our team with initial drafting, research insights, identifying key questions, and image generation. Our human editors guided topic selection, defined the angle, structured the content, ensured factual accuracy and relevance, refined the tone, and conducted thorough editing to deliver helpful, high-quality information.See our About page for more information.

This article is based on research published under:

DOI-LINK: 10.17485/ijst/2017/v10i17/100040, Alternate LINK

Title: An Examination Of Factors Affecting Transfer Of Training Among Human Resources Of Iranian Medical Science Universities

Subject: Multidisciplinary

Journal: Indian Journal of Science and Technology

Publisher: Indian Society for Education and Environment

Authors: Yaser Sayadi, Saeed Rajaeepour, Yasamin Abedini, Khalil Gholami

Published: 2017-05-01

Everything You Need To Know

What does 'effective training transfer' really mean, and why do so many workplace training initiatives fall short?

Effective training transfer is about ensuring that skills and knowledge acquired during training are actively used in the workplace. Many initiatives fail because employees don't apply what they've learned back on the job. To improve this, organizations need to address key factors and create a supportive environment for employees to use new skills effectively. Ignoring training transfer leads to a significant waste of resources and missed opportunities for growth and improvement.

What are the six critical dimensions or 'pillars' needed to make workplace learning stick, according to research?

The six pillars are Training Design Factors, which ensure training aligns with job requirements; Management Factors, where leaders support skill application; Environmental Factors, providing resources and opportunities; Cultural Factors, valuing learning and improvement; Supportive Factors, offering guidance and feedback; and Individual Factors, focusing on employee motivation and confidence. Together, they form a comprehensive approach to maximize learning impact and foster continuous growth.

Can you explain 'Training Design Factors' in detail? What happens if training isn't specifically designed to be used on the job?

Training Design Factors involve tailoring programs to match specific job needs, ensuring content is practical and directly applicable. This includes using real-world scenarios, hands-on activities, and simulations. If training isn't relevant or applicable, employees struggle to see its value. When these factors are not considered, employees don't see the use of the new information in the workplace.

How important is management's role in ensuring training turns into real-world results for employees, and what specific actions should managers take?

Management plays a vital role in supporting the transfer of training by actively reinforcing the use of new skills. This involves recognizing and rewarding employees who apply their training, providing opportunities to practice new skills, and integrating training objectives into performance evaluations. Without active management support, employees may revert to old habits, and the impact of training diminishes quickly. The importance of the Environmental and Cultural Factors can't be understated in order to make sure the Management Factors are effective.

What role do an employee's personal attributes play in whether or not training is successfully applied, and how can these 'Individual Factors' be supported?

Individual Factors include an employee's motivation to learn, their confidence in their abilities, and their readiness to embrace new challenges. These factors are crucial because even the best-designed training will fail if employees are not engaged and willing to apply what they've learned. Organizations can foster these factors by promoting a growth mindset, providing opportunities for self-directed learning, and offering personalized support to address individual learning needs.