Overcoming Top Challenges in Learning Transfer
At the World of Learning event on February 4–5, we asked 100 L&D, HR, and People professionals about their biggest challenge in achieving learning transfer. The results were clear: the top challenge is the lack of learner time and capacity, followed by low line manager engagement and difficulty measuring ROI and impact.
We’d like to share a few practical tips below to help overcome these common challenges.
1 – Lack of Line Manager Engagement
Line managers play a pivotal role in bringing HR and L&D to life. They’re responsible for on-the-job training, skills mapping, and long-term team development. Yet, CIPD’s 2024 Professionalising Learning and Development report shows nearly 80% of L&D professionals believe line managers block or limit new initiatives.
Here’s how to turn line managers into allies:
- Communicate often and speak their language.
- Clearly define learning needs and expected outcomes.
- Offer multiple L&D options to give managers autonomy.
- Regularly ask for feedback on what’s working or needs to change.
- Set clear expectations and accountability for follow-through.
In our Matrix Leadership Programme, we measured the significant impact of engaged line managers. The more they discuss learning progress with their team members, the greater the improvement in leadership capabilities.
2 – Measuring ROI and Learning Impact
ROI is critical, but we also emphasize COI (Cost of Inaction) – the risks and missed opportunities if learning doesn’t happen. As John F. Kennedy said, “There are risks and costs to action. But they are far less than the long-range risks of comfortable inaction.” In L&D, this inaction can result in skills gaps, reduced engagement, higher turnover, and lost productivity, leaving organisations vulnerable.
Our top tips for measuring ROI:
- Set a baseline and align performance measures with business KPIs.
- Ask learners to define their own success: What will make this learning valuable to you?
- Check in with learners regularly about the impact on their performance.
- Involve stakeholders in assessing impact and share the feedback widely.
- Use technology to track ROI in real time (tools like Engageli’s poll feature have been game-changers for us!).
3 – Lack of Learner Time and Capacity
This challenge is widespread. As Thomas McKiernan from BNY Mellon put it: “We can have the best strategy, but if employees don’t have time to engage, it’s all for nothing.”
Here’s how to create more time and space for learning:
- Provide clarity early – explain the pain points the learning will solve, its benefits, and what’s expected from learners.
- Blend learning formats and simplify access to resources.
- Educate learners on how humans learn best (think 70/20/10). Consider mentoring, job shadowing, or peer coaching instead of formal programs.
- Build transfer time into learning programs.
- Make learning part of the workflow – integrate it into daily routines and team culture.
Restricting learning to formal, scheduled sessions is risky in today’s complex work environment. Learning should happen continuously, embedded in the flow of work.
Thanks for reading!
Katrin Homer – Client & Commercial Director, People Untapped https://peopleuntapped.com/our-team/katrin-homer/