Blog Post

When you have something to say, silence is a lie - and tyranny feeds on lies.

 

Many companies still cling to the misconception that training is the solution to every skill gap. However, the reality often looks different.

 

Lack of Engagement and Intrinsic Motivation

It is often observed that neither participants nor clients show real interest in the training. These sessions are frequently conducted merely to meet a requirement or to give the appearance that something is being done. Without intrinsic motivation, however, there can be no genuine learning process. Employees must have the desire to develop; otherwise, the training measures become ineffective.

 

Inappropriate Training Content for Highly Qualified Employees

For highly qualified employees, many trainings are often unnecessary, as they usually only offer superficial content. Skilled personnel should be capable of independently sourcing the necessary information. Instead of relying on external training repeatedly, companies should assign their employees more challenging tasks that genuinely push them forward.

 

Training to Fulfill Requirements

Another point is that training is often conducted merely to meet some requirements or legal regulations, often without any sense. An example of this is safety training in large corporations conducted in German, despite participants often being low-qualified foreign workers hired through subcontractors who do not speak German. These employees must confirm their attendance at the training in forms in ten different languages. The confirmation document is provided in the participants' language, but they have not understood a word of the actual training. I have witnessed this in large, well-known companies that are among the top in Germany. Legally, the company was protected, but the purpose of the training was completely missed.

 

Practical Example

A practical example clearly illustrates the issue: An employee was supposed to be supported in a programming task to fulfill a training requirement but openly communicated that she had no desire or interest because she had to care for several children privately, and the job was merely to generate income, with no motivation beyond the minimal effort. This example highlights that there are no one-size-fits-all solutions, and individual life circumstances play a significant role. Several team leaders and managers have confirmed that singles are often more productive than married colleagues because their focus is more on work.

 

Reality vs. Aspirations

Another socially challenging topic must be addressed here: Not everyone can do everything. Our education system confirms this, starting from the various school types tailored to different performance abilities of students to universities and their grading systems as indicators of intelligence. Of course, there are exceptions, but this pattern is generally recognizable.

When a company hires employees in software development who took ten semesters to complete their bachelor’s degree and came to this study through various educational paths, they may not be capable of handling the most complex tasks (there are certainly exceptions). If management believes it can turn these employees into top developers through training, that is a misconception.

 

Salary Structures and External Forces

Another point that must be considered is the salary structure. Developers who are employed at low salaries may not belong to the cream of the crop in their field. A company often has to rely on external forces to resolve the quality and competency issues arising internally. These external experts may be more expensive but can fill the gaps created by underqualified internal employees.

 

Conclusion

I do not wish to claim that all training is unnecessary. However, there is a significant difference between a participant attending a training out of personal motivation versus merely at the request of their employer. Companies should focus more on the individual needs and motivations of their employees and have realistic expectations regarding their development. Only then can genuine learning and sustainable skill development take place. They should also reconsider salary structures to ensure they can attract and retain qualified employees. Finally, training must be conducted meaningfully and understandably to ensure actual benefits are achieved, rather than just fulfilling legal requirements.