Training Isn’t a Checklist—It’s a Process That Builds Confidence

In many companies, there’s a big push to get people cross-trained as fast as possible. On paper, it makes sense: a cross-trained team can jump in wherever they’re needed. But too often, the urgency to check the box leads to rushed or incomplete training—especially when companies rely heavily on training videos without proper follow-up.

Let’s be clear: watching a video is only one step in the training process. It’s a valuable step, but not the finish line.

The Problem With “Watch These Videos and Go”

Too often, new employees are handed a long list of training videos and left to figure things out on their own. Maybe they’re told to watch 40 videos—some relevant, some not—and then they’re thrown onto the floor or into the office to start working. But here’s the issue: the tasks they’re being trained on might not even match what they just watched. That kind of disconnect doesn’t set anyone up for success.

Training needs to be relevant, timely, and hands-on. If the videos are meant to support training, then use them that way. Don’t just hand them over and hope for the best. Use them as part of a guided process.

A Practical Four-Step Training Model

Here’s a simple, effective training model that builds clarity, confidence, and capability:

1. Trainer Explains the Task (Verbally): After the employee watches a relevant training video, the trainer should follow up with an explanation. What’s the task? Why does it matter? What are the key expectations?
2. Trainer Demonstrates the Task (Visually): Walk them through it, step by step, in real time. Let them see how it’s done, not just hear about it.
3. Trainee Explains the Task Back (Paraphrasing): Before they jump in, ask them to explain what they’ve learned. This helps you check for understanding and gives them a chance to ask clarifying questions. It’s a great way to catch confusion before it becomes a habit.
4. Trainee Demonstrates the Task (Hands-On): Let them try it for themselves while you observe. This is where the real learning happens—through doing. Offer immediate, specific feedback.

Be Laser-Specific

Whether you’re giving instructions or offering feedback, clarity is everything. Avoid vague directions like “just figure it out” or “do it how you think it should be done.” That’s a recipe for inconsistency and frustration. Instead, be clear about the what, how, and why. And when giving feedback, focus on one issue at a time, using direct and specific language.

Why It Matters

There’s a lot of pressure on new employees. They’re trying to learn names, systems, tools, and rules—all while trying to make a good impression. If you front-load that experience with a training system that’s disorganized or overwhelming, you’re setting them up for stress and uncertainty.

But when training is clear, relevant, and supported by patient trainers who know what they’re doing, the employee feels more confident, more at ease, and more invested. And that kind of start leads to longer retention and better performance from the beginning.

Training isn’t about speed. It’s about setting people up to succeed.

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