US organizations invest tremendous amounts of time and resources on learning and development each year, so it makes sense that they want to ensure there‘s a significant return on that investment. Although, the truth is that for the staggering amount of money spent on training programs, they simply aren‘t that impactful on average. Why is this? There are many reasons why employees might not respond well to training. To find out why, start by asking questions. If employee participation in training seems sub-optimal, ask them why. Conducting an anonymous employee survey can help you better understand how to tailor training to meet employee needs. There are several reasons why employee participation and engagement might not be what it could be. The most common reasons include the content being too long or too inconvenient. It isn’t aligned with the duties of the employee‘s job, it’s not integrated into their actual workflow, or the experience isn‘t intuitive or easily accessible. By better understanding these elements, you can answer the all-important training question—why do I need to know this? If you can demonstrate the value your training program holds, you‘re more likely to get the participation and engagement you‘re looking for.