Top Employee Training Methods & Techniques for 2025

The variety of employee training methods helps companies today overcome shifting skill demands, gaps in hybrid work, and the expansion of new technology in the workplace (for example, AI). All of this means that, as training leaders, we should balance efficiency with engagement in employee training initiatives. This is the only way to adapt our staff quickly for tomorrow.

This article explores different types of training methods, such as on-the-job training, e-learning, and other top techniques, including microlearning and virtual instructor-led training, along with their pros and cons. By the end, you’ll understand the leading corporate training methods for 2025 and how to choose the right approach for your team.

As a bonus, we’ll also share insights from our 10 years of experience with training techniques for employees, which the Raccoon Gang applies when developing training materials. Let’s move on!

What Are Employee Training Methods?

Employee training methods are structured approaches that help staff build new or improve existing skills. These training methods for employees range from traditional workshops to e-learning techniques designed for remote teams. The goal is the same: prepare people to perform better and adapt to change.

Why is it worth considering the variety of training methods, and why can’t you just choose any one at random? Everything here is clear as water in a morning lake. For example, on-the-job training builds skills through hands-on practice. At the same time, microlearning delivers short updates focused on specific tasks. And blended learning, in turn, combines online and in-person formats simultaneously.

“When you compare different training methods, you’ll see clear results: companies that align the right ways of training employees with business goals achieve up to 24% higher profit margins and 218% higher revenue per employee, according to the Association for Talent Development (ATD).”

As we can see, the choice of training method matters. But random methods may waste resources and fail to meet learning goals. A thoughtful match between method and objective is the peak we are going to reach at the end of the article.

In the meantime, let’s take a detailed look at the best training methods for employees and effective training techniques for 2025 one by one.

Detailed Training Methods & Techniques for 2025

Well, we have reached the most interesting part of our article, so let’s compare 10 effective training techniques that you can choose as one of the ways of training employees.

On-the-Job Training (OJT)

On-the-job training, as a hands-on method, integrates training into daily work. In this way, learning becomes practical and immediately applicable. 7 out of 10 employees say that their knowledge comes from job-related experiences — a trend also highlighted in our eLearning trends article.

The on-the-job training techniques include the following: job shadowing, mentoring and coaching, hands-on assignments, cohort-based training, discussion-based training, simulation and role-playing, and cross-training.

Advantages

• Onboarding time is reduced.
• On-the-job training increases productivity in the workplace.
• Return on investment in this type of training becomes higher.
• OJT as a training method does not require external trainers or materials (it uses existing company materials, scripts, presentations, etc.).
• Learning aligns with business goals.

Disadvantages

• Balancing work and training can slow operations.
• Mistakes made during live practice may hurt productivity or service quality.
• Training quality depends on the mentor.
• Potentially problematic tracking progress.

Example

A new customer support specialist begins shadowing a senior colleague while handling real tickets.

Instructor-Led Training (ILT) & Virtual ILT (VILT)

Instructor-led training is an old and classic training format. It helps deliver content in either a classroom setting or through live online sessions. To help you differentiate between ILT and VILT, it’s important to understand one thing. ILT is about personal interaction. VILT extends the same experience remotely.

Instructor-Led Training and Virtual ILT techniques include the following: classroom workshops, role-plays, case studies, group discussions, breakout sessions, virtual whiteboards, and interactive polls.

Advantages

• Direct interaction with instructors and peers.
• Really Suitable for complex or soft-skill topics.
• Keeps learners engaged and motivated.
• Virtual ILT reduces travel costs and expands access to remote teams.

Disadvantages

• Class size is limited.
• Scheduling can be inflexible.
• Traditional ILT adds costs for venues, travel, and instructor time.
• Training materials need to be updated regularly to stay relevant.

Example

You can organize a two-day ILT workshop for the sales team on negotiation skills. The trainer proposes role-plays and group discussions to practice different scenarios. Remote colleagues, meanwhile, join via VILT breakout rooms.

Blended Learning (Mix of Digital and Traditional)

Blended learning comes in handy in cases where ‘traditional place-based classrooms’ are out of the question for your learners right now. Just replace in-person with online (virtual) training and continue your training initiative.

You can count on a variety of blended learning techniques to enhance your experience. These include flipped classrooms, self-paced online modules, engaging video lectures, hands-on workshops, virtual Q&A sessions, lively discussion forums, and project-based assignments.

Advantages

• Learners study theory online and use live sessions for practice.
• Cuts travel and instructor costs while scaling across locations.
• Online tools give L&D teams data to analyze progress.
• Digital resources stay available for review.

Disadvantages

• Requires investment in technology and content creation.
• Online and live parts must align.
• Learners may procrastinate on self-paced modules.

Example

A healthcare company trains staff on patient safety through e-learning modules, followed by live simulations to apply the knowledge.

E-Learning / Online Modules

E-learning is training delivered fully online. It usually comes as interactive modules, videos, or courses inside a Learning Management System (LMS).

In fact, moving from classroom training to e-learning saves companies 50–70% on training costs on average.

The business card of E-learning is the following techniques: online courses, video lessons, interactive quizzes, simulations, and mobile learning apps.

Advantages

• Scales to many employees with low extra cost.
• Saves 50–70% compared to traditional training.
• Flexible — people learn at their own pace and schedule.
• Tracks progress, completions, and scores automatically.

Disadvantages

• Limited personal interaction.
• Requires self-motivation to finish.
• Poorly designed modules may be boring or ineffective.
• Relies on stable technology and internet access.

Example

As a retail distributor, you can create a 20-minute online module on customer service.

Microlearning (Short, Bite-Sized Lessons)

Microlearning is another learning method that helps deliver training in small, focused chunks. Unlike rudimentary long learning sessions, microlearning offers learners a module that lasts 3–10 minutes — a quick video, a mini-quiz, or a short article. The main feature of microlearning as a training method is that it is mobile-friendly.

You can recognize microlearning by such techniques as short videos, flashcards, quizzes, mobile apps, and tip sheets.

Advantages

• Learners remember 25–60% more compared to long courses.
• Around 80% finish micro lessons vs. ~20% for longer ones.
• Faster and cheaper to produce than full courses.
• Easy fits into busy schedules.

Disadvantages

• Not suitable for complex or layered topics.
• Risk of fragmented knowledge if poorly planned.
• Requires careful design to connect modules into a learning path.
• Frequent updates may be needed to keep content relevant.

Example

Employees of a software company watch 5-minute tutorials on new app features before using the tool.

Experiential Learning / Simulations

Experiential learning means learning by doing. Your learners don’t just read or listen — they try it themselves. People practice real situations, but in a safe space. Experiential learning techniques let you adopt role-playing, business simulations, scenario workshops, and VR training.

Advantages

• Students learn in a safe space in which mistakes do not lead to negative consequences.
• A good way to train confidence and decision-making skills.
• The method can reduce costly errors.

Disadvantages

• High cost to design and run simulations.
• Requires technical expertise, equipment, or expert facilitators.
• Weak design reduces effectiveness.
• The broader the programs, the harder they are to integrate and scale.

Example

Doctors and nurses practice decision-making in VR simulations without risks to patients.

Peer-to-Peer / Social & Collaborative Learning

In cases where colleagues teach and learn from each other, this is known as peer-to-peer learning. In the above scenario, the role of the instructor may go to one of the training participants. In such a case, he turns into a kind of mentor for others.

Common examples of peer-to-peer learning include mentoring programs, buddy systems, lunch-and-learns, group problem-solving, and enterprise social platforms.

Advantages

• Builds a learning culture and keeps people engaged.
• Continuous knowledge sharing.
• Cost-effective since it uses internal expertise.

Disadvantages

• The quality of knowledge depends on the employee’s level.
• Hard to measure impact compared to formal training.
• Gaps may appear if not combined with other methods.

Example

A buddy program for new hires. Each newcomer pairs with an experienced colleague, and learning happens naturally during daily work.

Gamification keeps employees motivated with points, badges, and progress tracking.

Gamified Learning

Gamified learning is exactly what you might expect from its title, namely a training method that uses game elements as a basis for engagement. Don’t mistake this with mindlessly turning training into a full game. This method is about meticulously enhancing your learning experience with points, badges, leaderboards, or challenges, and even quizzes. For example, gamified microlearning can combine training with fun and focused learning at the same time.

Advantages

• Points and rewards inspire employees to spend more time on training.
• Leaderboards and badges help learners see achievements and “push them to the limit,” strengthening their motivation.

Disadvantages

• Gamified courses cost more than standard e-learning.
• If the “game” is just a random quiz, employees wil lose interest.
• Some people dislike leaderboards (if they always rank low).
• Rewards and challenges must be updated regularly, or people stop try.

Example

A sales team competes in a gamified quiz on product knowledge.

Coaching & Mentoring Programs

As in the case of peer-to-peer learning, Coaching and Mentoring programs assume a situation in which an employee learns together with an experienced mentor. Mentoring usually focuses on career and personal growth. Coaching usually focuses on productivity. In short, if an employee is learning through personal guidance from a more experienced person, that’s coaching or mentoring.

An illustrative example of the implementation of coaching and mentoring programs includes one-on-one meetings, long-term guidance, short-term performance support (coaching), leadership mentoring, and executive coaching.

Advantages

• 90% of workers with mentors are happy in their jobs.
• Employees in mentoring programs stay about 50% longer.
• Knowledge transfer builds future leaders.
• Boosts engagement, inclusivity, and performance.

Disadvantages

• Hard to scale – only a small share of employees benefit.
• Quality depends on the mentor-mentee match.
• Time-consuming for both parties.
• ROI can be hard to measure without clear goals.

Example

A senior mentor tries to improve project management skills for a junior engineer.

Self-Directed Learning / Curated Learning Paths

Self-directed learning is a training method in which students decide what and when to learn. Curated learning paths, on the other hand, look like sets of courses, videos, or articles grouped around specific skills. Together, they let employees grow at their own pace and destination.

The distinctive features of self-directed and curated learning are platforms with built-in content libraries and adaptive learning paths, etc.

Advantages

• Personalized learning experience.
• Builds curiosity and continuous learning habits.

Disadvantages

• Designed for strong self-motivation and discipline.
• It can be overwhelming or distracting.
• Without structure, key skills might be missed by employees.

Example

A marketing employee picks a curated “data analytics” path in the company’s LMS.

How to Choose the Best Employee Training Methods for Your Team

At this point, you’re probably thinking – so many methods are good, but which one is right for my business? We understand your concern, so we’ve created a table. Below, you will find factors and methods that help you find the right direction.

Quick match guide

• Need consistency and scale? E-learning + assessments.
• Need speed to productivity? OJT + microlearning + job aids.
• Need leadership and soft skills? ILT/VILT + coaching.
• Need hands-on for high stakes? Simulations + debriefs.
• Need ongoing growth? Self-directed paths + manager check-ins.
• Need energy and participation? Gamification + peer forums.

Why Employee Training Methods Matter in 2025

Various methods of training are a potential operating model for your business. Your method sets cost, speed to proficiency, and adoption. Pick well, and you get retention and productivity. Pick poorly, and you burn the budget.

Think like a learner, act like an owner.

2-hour ILT x 1,000 staff = 2,000 hours or 6×15-minute micro lessons + 1-hour VILT = 2.5 hours per person.

Time saved per person in this case will be 0.5 hours. At $40/hour, that’s $20,000 in reclaimed time. Add fewer errors or a faster ramp, and L&D ROI climbs.

“Don’t bet on one method for your staff training. Pick a backbone method, then layer reinforcement. Pilot with one team, A/B the experience, and scale what works. Small loops beat big bets.”

Bottom line: align methods to learning goals, workforce size, budget, tech, and scalability. That alignment is how continuous learning turns into L&D ROI, retention, and productivity.

Concusion

In 2025, the key is to align training choices with the company’s context and goals, considering the industry, audience level, and the metrics that matter.

• Cost. ILT and coaching carry ongoing delivery costs. Simulations can be pricey; use them where errors are costly.
• Scalability. Asynchronous methods scale fast. Synchronous methods cap out at seats and schedules.
• Engagement. Live sessions, peer learning, and gamified cues lift participation. Self-directed paths need nudges and manager support.

You can find a middle ground on this issue if you don’t rely on one event.

1. Use microlearning for reinforcement and spacing.
2. Blend OJT to drive transfer on the job.
3. Add social learning to spread tacit know-how.
4. This mix turns “one-and-done” into a habit.