Discover what's holding back the impact of your training — and how to start changing it.

 

Internal training isn’t new in the corporate world. However, in recent years, this area has been affected by information overload. There are too many messages to communicate to teams — and too many channels to do it through.

In this article, we’ll go over the five most common mistakes training managers make and how to avoid them to achieve more effective, fluid, and scalable internal communication.

 

1. Basing training on in-person formats

It’s proven that oral delivery generates more engagement than a written document. However, when all knowledge flow depends on one person, training stops being scalable. Learning is concentrated in the moment and fades once the trainer leaves. Plus, repeating the same sessions over and over becomes unsustainable — especially in companies with high turnover or rapid growth.

In practice, relying on in-person training limits the continuity of learning.

 

2. Overloading employees with emails and reminders

Email is a great tool for sharing occasional updates, but it’s not a training channel. Overusing it can end up overwhelming employees or making them desensitized to the excess of messages, to the point where they ignore even the most important information.

Another issue with email as a training method is the lack of traceability. Once a message is sent, the manager loses all visibility over its impact — they don’t know who read it or, even more importantly, whether they understood it. The result is one-way communication that’s hard to measure and increasingly ineffective in environments where attention is a scarce resource.

 

3. Relying on static materials

PDF files or PowerPoint presentations still dominate the day-to-day of internal communication — despite their limited real impact on teams. The lack of audiovisual or interactive components reduces employee interest and makes it harder to understand the content. Because these are passive formats, their effectiveness depends entirely on the recipient’s motivation and knowledge level, limiting their reach and consistency.

They also come with structural disadvantages: no traceability on usage, difficult to edit, and time-consuming to update. This rigidity turns them into a bottleneck rather than a solution.

 

4. Delivering training through videos

When we talk about video in internal training, we mean both home-made content and that produced by external agencies. In both cases, recurring issues undermine the effectiveness and sustainability of the training process.

On one hand, internally produced videos require technical equipment (camera, microphone), editing software, and available staff with the right skills. Every update means additional effort — and often, having to remake the video entirely.

On the other hand, externally produced videos free up time for training managers but come at a high financial cost and reduced agility. Every change depends on the agency, slowing down the process and making it harder to respond quickly to team needs.

In short, while video is an attractive and visual format, basing all training on it makes it an inflexible resource — hard to update and limited operationally.

 

5. Failing to connect training with company culture

Every organizational action communicates something — and therefore, must align with the company’s culture and identity. When internal training doesn’t reflect those values, it creates a gap that directly affects brand credibility and how employees perceive the company.

For example, a company that promotes an open, collaborative, and agile culture can’t deliver long, rigid, one-way training sessions. This misalignment between what’s said and what’s done gradually erodes company culture and weakens team engagement.

Training doesn’t just convey knowledge — it also reinforces (or contradicts) how a company defines its own identity.

 

Alternatives in internal training

Fixing these mistakes doesn’t require reinventing training — it means rethinking how information flows inside the company. When content is more dynamic, measurable, and easy to update, learning stops being a one-off effort and becomes a continuous advantage.

At Vidext, we believe the key lies in freeing teams from the technical side so they can focus on what truly matters: communicating better and learning faster. That’s why we’ve developed technology that transforms documents, ideas, and presentations into intelligent content, capable of adapting to the rhythm of every organization.