2022 Training Survey

Page 6 of 6

Respondent comments

This year’s survey also asked:

• What’s your greatest challenge regarding worker safety training?
• What mistakes have you made regarding worker safety training? What lessons have you learned?

Read the unedited open-ended comments below.

What’s your greatest challenge regarding worker safety training?

covid has restricted class sizes

Keeping them interested

keeping regular training fresh

Keeping workers engaged and interested.

consistancy

Helping everyone to understand that we are ALL responsible for safety - not just me. It has to be a team effort.

Getting useful Interactive training to help keep the attention of those receiving the training

Getting everyone into one location all at the same time. Operational needs are demanding and have conflicted with training needs.

Finding a variety of training.

Don't take risk

Keeping workers focused on their own safety and hazard awareness in the field.

Performing consistent training and covering all employees

Scheduling

CHANGE IN WORKFORCE AND THE VAST AMOUNT OF INFORMATION THAT MUST BE KEPT RELEVANT , TRACKED AND TRAINED ON FOR COMPLIANCE.

"I provide training to policies that are insured by my organization.

Getting them to agree is the major obstacle."

Engagement and relevancy due to multidisciplinary teams

Employee understanding why certain rules apply.

Being consistent across the organization

Worker training retention and how often we are able to train employees.

not just "checking the box"

Time

Enough time in the day. I am a one man department with multiple locations time is the biggest issue.

Coordinating training with manufacturing schedule deadlines

Creating trainings that are relevant and interesting

Keeping things current

High employee turn over

Engaging workers in safety training. Keeping it fresh.

Keeping remote learners engaged in virtual training.

Finding up-to-date, compliant, relevant safety training material and/or classes that are accessible and/or affordable.

Leadership commitment

Providing training to over 1,000 team members spread across 42 states.

BORING

Complacency

Keeping workers interested

How to communicate the training to the team. Some topics are hands on and some can be virutal.

Meeting the needs of the different trades, encouraging participation in training, supervisor buy-in to necessary training.

Keeping the topics fresh so the workers remain involved and interested.

Keeping workers interested is always challenging. The greatest challenge for me is always scheduling. Each department has a different schedule and shift structure.

ENGAGING

Keeping workers interested

Keeping it interesting

Low interested workers

Meeting the needs of all generations, keeping workers interested.

Creating a standard delivery that works for all trainees.

Battling complacency is always an uphill battle. Many of our employees are veterans of the industry.

Keeping workers interested.

Time allocation.

Getting employees to follow training procedures when in a hurry

Keeping the attention and the time involved to get it complete.

Taking surveys from NSC

complacency

Time , Spanish

diversity of work/projects and specific training needs for staff associated with that diversity

multigenerational workforce

Safety first is our #1 value, but when product and deliver pressures are high, the tendency is to revert back to production and not safety. It is a constant battle go get people to show up to training and complete their on line courses. it is a cultural issue and we are working on it.

Complacency

Getting companies to contact our organization to take advantage of our free training.

Keeping them interested and also issues across various platforms (phones, browsers, etc)

Meeting everyone's schedule

The culture at our institution does not value occupational safety. Only our facilities management employees are required to have safety training. Academic and admin employees are not required to have any safety training, and they make up 85% of our total employees.

Balancing training with every day deliverables.

Providing meaningful content that sticks with a trainee

Keeping workers interested

Getting employees to comply with all policies.

Workers are spread out so hard to get them all together.

Attendance

Training at a wide range of knowledge levels

Spread-out workforce across the nation

Accountability.

"Herding cats"

Scheduling training around a very busy customer demand for our services. More time in the classroom means less man power available to keep up with our customer needs.

"Employees not immediately reporting possible hazards (ice, spills, etc)

Not reporting incidents/injuries as soon as possible."

Changing workers' mindset from avoiding injury to avoiding risk.

Time

Language barriers

Working with production to justify down machine time.

Covid, reaching field projects with limited digital experience and connectivity, generational

Keeping workers interested

Keeping workers engaged

Keeping employees interested as our safety training needs and requirements don't change much year to year. Keeping employees from becoming complacent in thier jobs.

Keeping our work force focused of safety and "As an Organization, our Goal is to send every employee home in the same condition that they arrived each and every day"!

Finding time in everybody's already busy schedule. Getting workers to attend and complete trainings in a timely manner.

Keeping workers interested since annual training is repetitive, meeting the needs of all generations, looking for new methods.

Keeping workers interested

Getting all employees to attend and to make management understand that training is a priority.

Worker buy in.

Developing engaging training for all generations of workers

Keeping workers interested

Meeting the needs of all generations.

Time for training.

Ensuring that the proper training has been assigned to all employees. We have created a training matrix to guide managers, but checking is difficult due to the large number of job roles and overall employees. It is easy to check whether assigned training has been completed, but less easy to check whether training should have been assigned, but was not.

Keeping safety fresh.

scheduling of a 24-hour workforce

Training methods that meet the needs of different generations

Maintaining interest and having them remember the importance of the training

Keeping workers interested in the trainings, finding trainings that are specific to the employees lob function, being able to get the groups together in meeting because of vacations, covid-19 rules, lack of time for the trainings etc.

Getting buy in from the workers, most of the time they only do something because the boss says to do it. Some workers just sit in training because they are getting paid and there is nothing else to do, but, they don't retain all of the information taught.

Content and delivery methods for different age groups.

Finding trainers that are familiar with the training we need and the conditions we face.

Engaging hourly employees

Finding time when Production is king.

Making the training something the employees can enjoy while learning and something they can take home. WE are trying to get the buy in from everyone for safety 24/7. Home and work.

creAting interest

Greatest challenge will be to ensure adjusting schedules to accommodate all personnel.

Finding a way to engage employees during COVID, which required remote training. Before COVID, all group's employees came to the office for in-person customized content training, sometimes flying in from many other states. It was great to have the whole group together, a lot of great H&S discussions, employees were engaging with each other & learning.

Keeping workers interested, keeping content fresh

"Returning to the regular monthly shift, Lead and safety meetings that were well-established prior to the Covid Pandemic.

We used the same safety materials supplier for 8 years and ran out of fresh topics. We suggested new topics that the provider could develop, but they did not. Then got hounded every year by multiple sales reps who seems not to flag our account that we'd already been contacted.

Also getting only the subject of a safety talk, but no real description to tell us if it actually applies to our business-industry.

A lot of scammers out there. Trying to tell us we need their materials specifically to be in State or OSHA compliance which is false. A lot of their materials are boiler-plate templates and wise LNI inspectors will still fine a Company if the required plan is not personalized to the specific business. False sense of security and expensive."

They’ve always done it that way!! ????????‍♀️

yes

We have a lot of people doing a lot of different tasks over many locations. This makes it very difficult to keep up with.

We have a pretty low turn over rate as a union shop so some of our guys have had the same annual training requirements for a decade, two decades... it is a challenge of ours from keeping these programs from getting stagnant and training monotonus.

OSHA 10 / 30 Hour "refresher"

Getting the decision makers higher up to embrace safety training at every level of the organization.

time constraints with still accomplishing job functions

translating training into the workers language

"Getting mgmt to agree to shut down the project on a sunny day to hold training. (I can't necessarily blame them.)

Spanish language barrier too."

Coordinating time.

New training versus compliance refresher training

Long boring computer based training modules

Identifying and providing the full breadth of staff training needs.

Front line leadership buy in

Keeping it fresh for veteran employees yet helpful for new employees

Expectation of what we utilized to train last year should always be the same this year, why do we change it.

Scheduling and coordinating between all the various interested divisions.

Fresh messaging

Overall participation

Engaging virtually

Meeting the generational learning needs for all employees.

Training time schedule vs Operations and Maintenance

keeping training interesting

Time availability and interest to do the assigned trainings by supervisors; lack of company accountability; updates year by year on the content for the annual refreshers; lack of budget to afford/plan trainings with third-parties

Keeping update with no budget

Meeting the needs of of all generations. Getting workers motivated to get involved and interested in training efforts.

Finding the time to schedule training

?

The program has been neglected for many years and workers have become complacent. Adopting a new program, employees lack interest.

Coordinating training across all of NYS

It gets stale for students. Rigid requirements from regulators (HAZWOPER and Asbestos) don't allow new topics to be discussed in a timely manner. Cell phones are a big challenge. Worker trainers are present only to get out of their normal jobs.

Keeping workers interested

Complacency

Customers requiring site specific training to meet their requirements.

Getting Supervision to ensure employees attend training.

Finding time to train them as we are in a high paced production based business.

The greatest challenge is getting people to care about their safety more than I do. I've implemented some changes this year that gives direct ownership to individuals to cultivate a safety culture which seems to help, as their finger prints are on the changes, not just EH&S/Executive Management Team.

Getting workers to take matters of safety with the seriousness it warrants.

Multilingual programs. I have Spanish and Asian workers and to keep training uniform across the board I have had to create my own training materials. First in English, then translated to Spanish, then to Vietnamese

Training for field employees

Getting the training cleared, and money from corporate to do training

Finding a good learning management system (LMS) that will track our training and provide reminders when personnel are due each year.

Time and support from management

unknown at this point

Attendance and comprehension. I put together a quiz for each training to assist with comprehension.

Trainings which relate to and are relevant to the varied staff job tasks are important to increase employees' interest in performing trainings.

keeping them engaged

reporting incidents, accidents, near-misses

Time allowed away from production

Trying to get our program back on track after many years of high turnover. Yes, to have workers interested and involved is our goal.

engagement

Time, Location, and Weather

Keeping employees engaged in safety from the time they leave and throughout the day.

Keeping it interesting

Finding a good selection of relative content for our industry. Engaging workers to think about safety first.

Finding the money to pay for the training.

Keeping up with ever changing workforce.

As a staffing company we rely on our clients to train employees on specific jobs at their locations; the challenge is knowing it was done, that the employee understood it, and it is being reinforced.

Battling Complacency

Scheduled time to complete

Keeping workers vested in the safety of everyone daily.

Getting employees to prioritize safety training and complete the training on time.

Keeping workers interested

aging workforce

Keeping workers interested. On-line familiarity.

Scheduling issues since everyone is scarter

HAVING THE TECHS REMEBER TO WEAR SAFETY GEAR

Moving from learning to practicing what was trained.

Our Project Superintendents provide weekly Tool Box Talks for Subcontractors on our jobsites on a weekly basis. The topic is determined by the specific Scopes of Work being installed by the specific trades on site. If the information provided is "General Jobsite Safety" it would be ideal to have all Subcontractors on site, but that is not always possible if those Subcontractors are not specifically on site (actively working) on the training date.

So many of our customer's require site specific training using many different platforms, so keeping up with the training and how or where the training must take place.

Getting the workers all trained. Making sure information is passed from supervisor to employees. Training that is engaging.

Time

Getting the trucking industry involved, meeting the needs of motor carriers.

Many of the off-the shelf programs use "OSHA" for the reason for the training. The training content is so generic the employees are not really motivated to understand the true intent of the training (motivate them to work safe)

Interest in topics as we have annual refresher training.

Keeping them interested

Duration and frequency of training; availability of field personnel

Complacency

Fresh content, keep employees engaged

Making time for the training

Time to train

None

"Scheduling and time of day training takes place.

Compacting content to effectively cover material in small windows of time."

Getting training completed

Scheduling due to union and available time off production floor to complete

Keeping training interesting

Being allowed to keep a safety budget and getting management buy in.

Simply getting the idea across that training is mandatory.

Reducing monotony of annual topics

Participation, during training

Them becoming complacent which causes accidents.

Gathering up all the groups in one place.

interest, new hires

Worker's time, costs

Monies to spend in purchasing EHS Training Materials

Since COVID-19, we've gone to all online training. We have older workers who aren't as computer savvy as the younger workers. So getting them up to speed using a laptop or tablet has been an issue

Timing.

Keeping employees motivated to participate in safety training.

Staffing levels coupled with safety training, HR training, quality training, etc. and still allowing enough time for production.

Getting employees to complete training and keeping them interested.

Keeping workers interested, and meeting the needs of all generations.

Time

Keeping workers interested, scheduling with two shifts, meeting the needs of all generations.

COVID ruined us b/c so many people use the excuse that "they are afraid to meet in groups again." People used the system to their advantage to not have to come to work. It was quite ridiculous.

Management Buy-In

Making it relevant and memorable.

presenting fresh material and keeping their attnetion

Ensuring workers maintain their commitments for attendance & coordination

Translation with hands-on applications. Construction workers aren't able to sit and listen to a presentation for very long and require movement and purpose.

small company

variety

Making time without affecting production.

Meeting the needs of all generations

Keeping up with all the "required" training and still having time to train for the job

Provide incentives as stimulator and timely news letters to keep informed on visuals tracks

Leadership Buy In

Finding the time to do it.

Getting through the compliance training while maintaining their attention for the training that is dedicated to the risks assessed to be highest.

"Managing training needs.

Finding enough time.

To convince and keeping workers interested for the whole duration of safety training."

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What mistakes have you made regarding worker safety training? What lessons have you learned?

have updated classroom materials that have been used in the past.

?

testing knowledge

Not everyone learns the same.

keeping supervisors and management accountable for delays in training.

Meeting the needs of those from different cultures. Making sure that they understand what needs to be done and what is expected. Hiring bi-lingual HR generalists has helped.

n/a

Moving from hands on to on line getting set up and ready was a big challenge

Many...

NOT UNDERSTANDING MY GROUP AND THEIR WORK ENVIRONMENTS

Make sure that I understand what the clients wants and needs.

Assuming online classes would teach information to all

"Ensure each department is following the training and orientation guidelines.

Check and double-check."

Compressing too much into a limited amount of time to train employees causes them to retain even less and you end up losing the class by at least the mid point.

too long of trainings - keeping it shorter keeps employees more engaged and retention increases

Not updating material

That what we might find boring and lame, the workers could find it to be exciting and new.

Training that lasts too long - lose the intended audience; lessons learned from it are to try and keep classes under 1 hour, if possible and/or break every hour; change up training with video, hands-on learning etc.

Trainings that are too long. Keep them simple and to the point

Avoid being reactive

training with no engagement

Don't assume the training is happening at a departmental level. Verify.

Not doing refresher training.

Because of time restraints, trying to do too many classroom based training in a short period of time.

Not having support from leadership impacts all aspects of workplace safety, training, and culture

Paying attention is a big effort.

that everyone learns at a different pace then others

make it interactive

Too long of a sessions for the team and their attention.

"occasionally too vague, or too descriptive for the audience.

Trying to make regulatory training less boring.

allow for breaks, train in smaller classes to encourage feedback."

Don't go 100% virtual

Training needs to be short and to the point. Workers, and even instructors, cannot maintain engagement during long training sessions that include "fillers."

NA

I didn't think employees needed to be trained to use our motorized pallet jacks, Found out I was wrong. I learned to make sure I look things up.

consistency is key

Maintaining an update of our safety plan. The safety plan was revised and updated.

Can't assume a one-size-fits-all will actually work.

Some mistakes have been allowing too much freedom with active participation. The direct lesson I have learned is to empower my participants to promote higher interaction during our trainings.

Not following up on training impact and retention.

Trying to conduct several topics in one sitting

Scheduling and just get it on the schedule.

Answering NSC surveys

Not enough

Although virtual training is very cost effective, it does not replace or have the same impact as in-person training

Too many classes assigned at once with months to complete - everyone waited until the last minute and then complained about the number of courses. we are now assigning safety training in small and measured doses and targeted instead of assigning the same training too large groups of people.

Adults learn by a continuous process.

Not sure at this time.

To keep it simple and short. To refresh it at least every 2 years so it looks different and asks different things of the employee.

"'- Overwhelmed employees with mass information and not focus on a few main points.

- Relearned the keep it short principle while focusing on how to keep yourself safe and then actually being an example of what is taught in the workplace."

Don't call out individuals who don't follow safety procedures. Don't assume that supervisors are taking care of their responsibilities pertaining to safe work procedures.

Tracking attendance

Classroom training is no substitute for the application of knowledge, hands-on, with supervision.

Budget

Giving people chances

Language barriers for some employees.

Failing people

Assuming basic knowledge levels.

That common sense is common.

You have to be creative. Employees lose interest quick in lecture formed training.

Revise recurring online training every year to keep it fresh

I can never repeat myself too often.

Repeating "safety information dumps" multiple times doesn't improve its effectiveness. Workers must first believe in the importance and benefit of the information - easier said than done.

Upgrading training to meet new regulations

Different people learn different ways.

Most employees are hands-on learners. Training them with practical application works best.

Not involving employees in planning training.

"Not always inspecting what we expect.

Adding full Safety Audits, twice per year, in each Facility is changing our Culture towards safety."

Not staying on top of workers that were delinquent in their trainings. Keep reminding them and follow up with their supervisor to make them complete past due trainings.

Not keeping training relevant

Biggest mistake was not including management in the training invites or getting concurrence from management as to which employees should get which trainings. I learned to improve communication.

That training has to be reinforced consistently.

We make sure that our safety training is scheduled for the begining of the shift and not the end. Our shifts are 12 1/2 hours (Days & Nights) so workers are tired and disinterested at the end of their shift. We lack sufficient space to provide training and when we use the cafeteria, the sound is muffled and workers become disengaged.

Did not gear training to the type of workers. Not all fall protection training is suited for our employees.

In the past learning styles weren't as varied as they are with the various generations in the workplace.

Too many mistakes to list. Biggest lesson learned is to keep workers involved in the training for maximum retention.

We had relied heavily on in-person training, which was not scalable. Online training requires time, effort, expertise, and budget, so this has been slow going. Making sure the proper training gets assigned to everyone who needs it can still be a struggle, as is making sure your online learning is engaging and effective.

Getting too technical...citing actual OSHA or other codes. The audience typically doesn't need nor care about information that specific.

don't assume everyone understands

Not everyone learns the same. Different methods have to be used for different learning styles

making the information fit the level of audience knowledge

Following up on missed trainings with employees and making sure the training fits the occupation. Never good when you can't produce the training records when they are demanded from you.

Not spending enough time training and evaluating skills and knowledge retention. Need to evaluate skill level as most workers will not speak up in training and when you ask they all say it is clear.

Relying on online content only.

One-size does not fit all. Last year the company spent alot of money on a program that has made little to no impact. This program was not curtailed to the company and the was the wrong program for the company based on where the company is in their safety journey.

Making safety training that is too long, or not relavant to their specific job titles/roles.

Learning to teach the guys that we are not policing them. We truly care for them and want them to go home safe.

Lesson learned will be in area of obtaining information on the training needs of workers

It requires a lot of creativity to engage employees through remote learning. Its hard to gauge remotely what is effective training & what is not effective, since I can't see their faces that well like I could during in-person training. I have to rely much more on asking for feedback from employees.

Short messages more often.

"To utilize LNI consultant program. LNI is our advocates, not adversary. Allow LNI into your place of business. Establish a good relationship with them. Then, if they come on site for an inspection, they be hard-pressed to find any violations - that is a great feeling!

Teach safety & health as a lifestyle, rather workplace requirement. Many, many workplace topics have practical real time ""at home"" applications, too.

Bring specialized training to all employees, not just managers. It won't break the Company's budget and to prepare more people how to respond to emergency situations correctly is a win-win."

Letting the old timers try to intimidate me and don’t be such a push over

not paid for all i do

Not looking at the little things. We do not have catastrophic injuries due to trench safety, fall protection, etc. Ours tend to be line-of-fire and minor injuries due to tool use, body placement. It can be challenging to train to these hazards since they are oftentimes minor tasks and not what we consider to be the big jobsite hazards.

Not enough interaction, which required more engagement.

"Mistake- Thinking employees will show up for training because it is mandatory.

Lesson Learned- Depending on one system for learning management"

ealing with ways to engage all learner types in multiple ways

Mistakes-variance on test to confirm what they learned. Lessons learned-followup is essential to answer questions the employees have about the training.

Not me-- but my guys and my Boss jack their jaws too much and workers aren't listening.

Assumed people really did understand when they said they did.

Leaving training up to content owners - ends up being non existent or poor quality

Assuming workers will complete training assignments without needing to be monitored and reminded.

Workers will do the right thing. Front line managers care about what gets measured and focus only on those thi gs.

Not being aware of every job aspect and the requirements to provide safety awareness to all of our employees.

Assuming cookie cutter methods are effective. Delivery must be tailored to the audience.

poor content or trainer

Made training classes to big, tended to loose interest

It is important to have a demonstration or hands-on component, but difficult the past 2 years

Trying to teach all employees utilizing the same methods, not all employees learn the same.

New hires miss training. Schedule additional sessions.

explain why the specific training is required and what we hope employees get out of the training

Going over the limited time provided by manufacturing to cover HSE topics for shop personnel. Long topics have been broken in 2 or 3 sections.

? No idea

Showing videos only. This doesn't allow for interaction between the facilitator and the group which leaves everyone disengaged. I have left out behavior based safety which makes training less personable. It is beneficial to provide training that the employees can apply outside of work as well since this is when most injuries actually occur.

Not spending enough time choosing the courses when using outside supplied material.

time is important.

Acquiring and keeping materials that comply with all regulations/requirements

not vetting worker trainers to see motivation as to why they teach. Not having SMEs involved in course development. Allowing cell phones in the classroom.

Stay in front of the requirements, SS&L

We need to do more. Continue to improve.

Sometimes not including a 3rd party to administer certain training requirements. Need to always make training as interesting as possible to keep everyone involved and eager to work safe at all times.

A training plan needs to be established for all employees and distributed across the organization

Going through training too fast and just not training enough in general.

Complacency in refresher training with proofs has been one of the biggest opportunities regarding our working safety training. We learned that we need to incorporate into our Teams Meetings to be more effective and really SELL our Supervisors into taking ownership and making it a priority with enforcement.

When translating programs to Spanish there are various Spanish languages and not all the terminology is the same.

Documentation, regularly scheduled training

train all, instead of deciding the actual few to train. but keeping associates hired make it more difficult

Using the wrong LMS and having to recreate the wheel when moving to another.

not doing it

Shortening the classes to 30-45 minutes.

Having subject matter which is are not relevant to workers.

still learning

cant have enough training

New to this, so it is all trial and error at this point.

keep it relevant

Do not have the same people speaking every meeting. Break it up and make it interactive.

Being too basic

Training not completed quickly enough

Keep the training informative, but short.

that training is mostly short in length so they can start work, sometimes it doesn't pertain to the employee's job function.

"Trying to be too nice. I need to highlight the in compliance more. This helps encourage the importance of the rules and our care for their wellbeing.

I have learned that making the training more personal helps drive home the importance of why we need to be safe. It reminds them that staying safe brings them home to the ones counting on them. (ie. Family)"

Information overload

Assuming that they care about everyone. Constant and repetative training for everyone.

Mistakes we made were not communicating our new program effectively and not fully getting management buy in to ensure their employees would attend safety meetings and not structuring training to meet the needs of our diverse workforce.

Different styles and methods of learning.

NA

NONE

Make it as interactive and hands on as possible

Keep it interesting! We work with many of the same Subcontractors on our projects. If they have been presented with the same information multiple times (ie: if the same Subcontractor is working on multiple projects, they may receive training on the same topic several times. We encourage our Project Superintendents to re-fresh the presentation if they have presented the information at an earlier date.

Wrong site specific training. Example all ExxonMobil's or Chevron's are not the same. Each location has different requirements and different standards.

Not getting a LMS sooner, especially during COVID. Onboarding needs to be more thorough.

Not getting my paperwork in on time. I've learned to become more efficient in getting my work done.

Over assign employees with training on their first day/week. Fire Hose - no retention - no value

Start with the fundamentals as not all employees are at the same level.

Believing that middle management is capable of delivering refresher training, need to do it myself or require individual training via computer with follow-up to ensure comprehension

Virtual instruction is not effective for trades employees

Retention is difficult.

Don't make sessions too long

Unreliable outside trainers

Documentation of Continued Education

Taking surveys about training

Assuming everyone is at the same level of knowledge. Trainer must plan delivery with this in mind.

More follow up

n/a

Class length

Not being able to reach every employee in municipality.

Being boring lecture no good

Not being able to follow up as quick as I need to on some complaints. This causes frustration for clients and drivers.

Refresher training.

Teaching in a language that I cannot understand to verify comprehension

Not scheduling training in time anually. Lesson learned is proper budgeting and planning.

Miss deadlines and not being plant specific.

Thinking everyone learns the same. Everyone doesn't learn the same!

Mistakes: Rushing development to comply and not really engaging employees. Lessons learned: Listen. Don't think you have all the answers at once.

Motivating employees to participate.

A blended approach is the best approach

Letting training content get old. Bad training is almost worse than no training.

Missing some of the workers. Lack of communication between the trades.

Tried to make one method fit all of our employees (all lecture, hands-on, LIVE, or LIVE-STREAM). We really need a blended version.

I need to remember that people don't know what I know about compliance! I need to train to my audience's level of knowledge.

Don't give workers options & tell them where to be & when

"More than 12-15 learners is excessive.

Deep dive information without hands-on application takes too much time and is boring.

Providing information and procedure versus asking questions to engage the group."

None

Budgeting

"Not using props when applicable.

Make the training more interested and more interactive."

Making assumptions on what worker should know and not educating workers on near misses

Few training were conducted on how to handle basic safety equipment, eg fire extinguishers but prior to that one must come to know the basis of fire and it's classes. Demonstrations were done but not thoroughly living attendees with fewer questions but were being highlighted in training questioner and addressed through future trainings.

In house trainers have a better ability to relate to company specifics and provide unique and relevant insights. External trainers sometimes have better tools and methods. Trainers need to be specific individuals not just anyone in safety. There needs to be a variety of types of training and it needs to be seen as an engagement opportunity.

Focusing on sign-in sheets, tests and documentation make you inauthentic as an instructor and trainer. The best way to guide people is to be authentic, show them why you think it is important, and show them why they should consider it to be important.