Effective training is essential, but when it overwhelms your team, it can backfire. To keep them afloat, prioritize quality over quantity—focus on impactful, relevant programs tailored to their needs. Consolidate overlapping sessions, integrate micro-learning, and create self-paced modules to reduce pressure. Engaging tools like gamification or real-world simulations can also boost retention without adding stress. Remember, a well-trained team isn’t the one that takes the most sessions—it’s the one equipped with the right skills to thrive. Balance is the key to unlocking their potential.

Managing Training Fatigue: 1. Focus on Essentials – Identify key skills and tailor learning to individual needs. 2. Use Microlearning – Break training into small, digestible chunks for easier retention. 3. Promote Peer Learning – Encourage mentorship and group discussions to enhance collaboration. 4. Offer Flexibility – Allow self-paced learning and dedicate specific times for training. 5. Make it Interactive – Use gamification, simulations, and real-world case studies. 6. Adapt Based on Feedback – Regularly gather input and adjust training to avoid burnout.

We find that this is an established problem that has grown. Within the gaming sector there is an increasing amount of regulatory based training and other core programs. Spreading the training across the year, removes the daunting prospect of an employee logging onto the platform and seeing a cumulative 20+ hours, that need to be completed within the week (death by training overload). When we spread the training programme over a yearly cycle, it allows us as the employer to more easily identify possible knowledge gaps whilst enabling both the employer and employee to engage meaningfully. This also allows better planning and leads to improved mentoring within the business as unfortunately tailored individual training is a Luxury.

If you can foresee regret, you can mind-travel to the future. If you can train yourself to mind-travel effectively, you can intentionally affect your future by doing something about it today.

Develop a PDP for each employee and agree on the timeline for training items with the employee from the outset re-visit the agreed PDP every three months team members whilst also reviewing workloads of each team member. Adjust accordingly.