Training employees is no small task—and striking the perfect balance between delivering the course materials and engaging employees is key.
Make it too short and you miss key information, make it too long and you lose employee interest. Neither is good.
In this article, we look at what factors impact the length of employee training—such as subject matter complexity and existing knowledge—and how long different training sessions should take.
But first, let’s make one thing very clear…
How long does it take to train employees in the workplace?
The short answer is: it depends on the training program.
There’s no single answer to this question. It varies based on the learner’s existing knowledge, the course materials, the delivery method,the course design, and more.
For example, a training program focused on ensuring all employees in a department know how to use a new software solution might only take a couple of days. However, a training program that focuses on instilling stronger leadership skills in your management team could take longer. Let’s take a look at the key factors determining the length of an employee training program.
What factors influence employee training program duration?
A few key factors can widely influence how long employee training programs can last. Before designing the course, we recommend considering the following.
The learning objectives and outcomes expected from the training
Your learning objectives hugely impact the duration of training programs. You’ll want to consider the concrete goals of your training program, and perhaps use these as benchmarks to develop a training timeline. Clear learning objects are important: whether mastering new software, understanding company policies, or developing soft skills, these guide the training’s duration and structure.
The complexity of the training requirements
The duration of a training program depends on the complexity of the subject matter. For example, a typical course that outlines teaching employees how to process invoicing may take two hours. A single cycle might look like the following.
You start by guiding them through the process while covering what codes to use for various vendors, invoices and payment types. Next, you show them how to use your company’s software with a demo. To ensure they retain knowledge, you assign a task to reject an invoice and finish off with a Q&A session.
Teaching accounting managers how to manage all aspects of accounting on the new system, on the other hand, is a much more complex topic. It may include subject matter like general ledger, payroll, monthly closeouts, and as such, will take more time.
For some, it’ll be a matter of common sense and company policy—for others, new employees will have to get to grips with complicated technical skills.
More complex topics require more time, and simpler courses can be completed in less time.
The course design
Not all course designs will be the same, and as such, they will influence employee training duration. For example, course design and structure sets forth:
- Basic learning objectives (such as knowledge on policy)
- Self-paced E-learning
- Lectures
Won’t take the same amount of time as a course design that includes:
- Complex learning objectives (such as applied technical skills)
- Consistent workshops
- Simulations, contests, and projects
Different elements of your course design will influence the overall duration. Likewise, more experienced trainers might be able to effectively deliver the training materials in less time than a trainer who isn’t as experienced. When choosing your training provider, ensure you’re opting for someone with demonstrable experience delivering training programs like yours.
Existing skills, previous experience, and education of trainees
Experienced team members may quickly grasp the material, while industry newcomers might need more comprehensive training. Tailoring the duration to fit employees’ skill levels ensures everyone benefits without feeling overwhelmed or bored.
Another factor to consider is education. It will take less time to teach employees who have stronger technical, numerical, and general literacy skills related to the course materials. For example, learners who already have experience using computers will likely find it easier to retain information and apply their knowledge to using ERP systems. On the other hand, those with fewer skills and less familiarity might need additional instruction. Teaching them to use the software efficiently will naturally take longer.
This might be more of a challenge for larger cohorts, though some companies are harnessing artificial intelligence to tailor training programs to individual needs.
The level of course interactivity
Some courses don’t require much interactivity, and by extension, time on the learner level. Such courses typically resemble a classroom lecture with a Q&A session at the end. Such course styles frequently only necessitate an hour or two of time.
However, introducing activities, discussions, games, and practice exercises will ultimately stretch out the course’s length, since they require more time for interaction. It’s a trade-off worth considering, too. Higher interactivity may take longer, but it can also encourage learners to better understand the material and retain information by getting them to participate.
The type of training delivery method
Another factor impacting the length of your training program is the type of delivery method used. There are various learning styles used in onboarding training for new employees: let’s take a look at the four most popular options.
3 training methods and how long they take
The duration of your training program is important, but it’s the value you deliver that matters most. You need to strike a balance between delivering the necessary materials, learner engagement, and learner retention. You will deliver your training course through a training session, which can vary in length, as different training methods call for different approaches.
Let’s take a look.
Face-to-face training
Face-to-face (F2F) learning, a traditional training method, involves an instructor teaching a group through a structured curriculum in a classroom setting, rather than online courses. It allows for hands-on interactions and immediate feedback, making it ideal for core skills, technical equipment, and company process training.
Face-to-face training sessions—of which there could be multiple to deliver the complete training curriculum—should take between 90 minutes and four hours, though full-day courses work as well. For full-day courses, you consider breaking up training into two four-hour slots to allow participants a mental break.
Virtual training
Virtual training involves remote training for employees, offering a flexible and scalable way to train employees across different locations. This cost-effective method, however, has challenges such as maintaining engagement, reading body language, and accommodating time zones.
Virtual learning sessions shouldn’t last longer than two hours. Virtual training presents a much greater opportunity for distraction than face-to-face sessions, so learners will likely become disengaged sooner.
Self-study learning
Self-study distance learning (SSDL) involves learners studying independently through read-ahead articles, videos, web-based training, or assignments. SSDL is very flexible, allowing learners to progress at their own pace.
Self-study learning sessions are typically shorter than instructor-led sessions, as trainers and peers aren’t present to keep employees focused and motivated. These courses are self-driven and therefore must be manageable and engaging for employees. These training courses shouldn’t last longer than 30 minutes, with the sweet spot sitting at around 15 to 20 minutes. This doesn’t overwhelm learners, and instead enables them to work through the materials one module at a time.
Train employees faster with an experienced corporate trainer
There’s no secret formula that lays out exactly how long employee training programs should be. The learning process differs depending on the learning materials, objectives, and learning styles of employees.
Ultimately, the focus of an employee training program should be on value, not time. It’s not about getting through the training session as quickly as possible—it’s about ensuring knowledge retention and skill development regardless of the trainees’ different learning styles.
Rather than thinking about training time, your priority should be to ask what needs to be included to provide maximum value. Then, you can break your training into manageable chunks that cater to the employee’s attention span.
Whether you’re developing the onboarding process for new hires, providing on-the-job training for specific skills, or developing management training for professional development—put your employees first. After all, if it doesn’t meet employee needs—it doesn’t work towards your organization’s success.
Ready to start developing your training program? Get started today with CLS.
