r/Training

I work in L&D for a manufacturing/distribution company with roughly 200–250 floor employees. A recent training audit found that employees generally feel well-trained, but consistency between trainers is a concern. I'm exploring replacing our current Training Within Industry (TWI) Job Breakdown Sheets with training and qualification checklists. The challenge is figuring out what training methodology to teach SMEs if I move away from TWI. I'd love to hear how other industries approach SME-led training, standardization, and competency verification.

I'm curious how other L&D professionals handle training when the people delivering it aren't necessarily professional trainers.

We already have a certification program in place that happens after the actual training, which also ties into our ISO certification requirements.

The employee is trained by the SME, and once the supervisor feels the trainee is ready, my department is notified. We then come out and conduct the formal competency/qualification process.

Currently, that looks like:

1. Competency Quiz: The trainee completes a 10-question multiple-choice quiz in our LMS.
2. Proficiency Evaluation: Once they pass the quiz, we observe them performing the actual process using a proficiency checklist. We're looking to make sure they can complete the process correctly, handle any troubleshooting or issues appropriately, and finish without workmanship errors.
3. Second Proficiency Evaluation: Two weeks later, we evaluate them again. If they pass at 100%, they're considered certified on that station/process for two years.

I'm actually also pushing to eliminate the competency quizzes. They feel somewhat redundant when we're already directly observing whether the employee can perform the job correctly. They're also another controlled document that has to be reviewed and updated anytime a work instruction or related document changes, which is a whole other can of worms at this company.

For context: I'm the only L&D person at a global company of around ~300 employees.

We've been implementing a lot of programs this year: Manager Essentials 4 module program (run twice this year), and a Soft Skills 4 module program, with plans to run these again in Q1 2027 and add more programs like mentoring, emerging leaders, etc. Yes, I've been very busy (it's also been fun, thankfully)!

I'm finding that by module 4, the employees (and myself) seem to get a little burned out by program. We've been spreading the modules out to every other week (ish) so employees have time to do their work tasks, but it stretches a program out across 2-3 months that way.

So I'm curious, what kind of program cadence do you typically do/see in a corporate setting? I was toying around with doing one a month for a few months, but then considered how that might lose steam/motivation over time also... Open to discussion, advice, or tried-and-true practices in L&D! Thanks!

Hello all,

I oversee an extensive training program for equipment operators. When I started the role a year ago, I inherited a mess of short videos that stole information from non-compliant resources. My current strategy is to create equipment overview training in Rise and then use the on-the-job trainers to perform hand-on training and competency checks in the field.

Currently the competency checks are done through a Microsoft Form while the other training is uploaded to Dayforce. Ideally, both would live in Dayforce for easier reporting.

Does anyone have experience or advice on how to accomplish this. Alternatively, if anyone could provide experience on how they manage this in their organization, I'm open to any and all suggestions.

Also, any suggestions on how to create training around how to operate different pieces of machinery would be greatly appreciated. I'm struggling with it being incredibly dry/repetitive.

I’ve found a lot of feedback and accountability frameworks to be outdated. What is a current and relevant framework you recommend? Any books I can use as a reference? I’m looking into building an in person session on feedback and accountability- effective 1:1 sessions.

Has anyone used FourSight to build stronger cross-functional teams?
I’m working on a learning strategy for an organization that is moving toward more cross-functional, multidisciplinary teams and I’m looking for tools that can support that shift.
One of the challenges we’re trying to solve is helping teams think beyond their immediate function. We want people to be more intentional about questions like:
Who else needs to be part of this conversation?
What perspectives or expertise are we missing?
How do we bring the right people together earlier?
How do we generate more innovative ideas as a team?
How do we move from discussion and ideas into decisions and execution?
I’m currently thinking about using Everything DiSC more broadly first to build self-awareness, communication, and stronger working relationships across different styles.
Then, for intact or cross-functional teams, I’m considering FourSight as a deeper team-effectiveness tool focused on how people approach problem-solving — Clarify, Ideate, Develop, and Implement — and how teams can use those different thinking preferences to move work forward.
For those who have used FourSight: Does this sound like a good use case for it? Have you found that it actually helps teams become more cross-functional, innovative, and thoughtful about whose perspective needs to be included in the work?
I’d also love to hear whether DiSC first, followed by FourSight for teams, feels like a complementary approach or whether you think there is too much overlap.

I'm in L&D in a highly regulated industry. Currently we perform a rather complicated learning needs assessment (in Excel 🙄) to determine the appropriate training method aligned with the risk level. I'm interested in how other companies are doing this, especially in regulated industries.

- How do you determine the final training method?

- How do you document the rationale for why that method was selected?

- What app or system do you use for this process?

- Bonus question: If you were able to eliminate the use of Read & Understand type training without replacing it with a higher level training method, how did you justify that with regulators?

Background: Our challenge is to ensure every learner has the knowledge and skills to perform their work safely, effectively, and compliantly. The solution should be effective, practical, and scalable, enabling the organization to consistently apply risk-based decisions, assign curricula with clarity, and select the most appropriate training modality and method.