The Importance of Training in Change Management

This is the sixth post in a monthly series about change management.

If change management were a road trip, training would be the GPS. Without it, employees know they’re supposed to get somewhere new, but they’re left staring at a blinking “recalculating” screen wondering if they should’ve taken that last exit. Training gives people the knowledge, reassurance, and tools they need to navigate change successfully, without veering into frustration or resistance.

Why Training is Crucial

At its core, change management is about people. You can map out the best processes, implement the most advanced tools, and roll out a carefully crafted communications plan, but if employees don’t know how to apply the changes, the whole effort can stall.

Training bridges that gap. It connects the what and why of change with the how. Effective training:

• Equips employees with the skills and reassurance to adapt to new systems.
• Reduces resistance by replacing uncertainty with clarity.
• Reinforces organizational goals, showing employees how their role contributes to the bigger picture.

With the right training in place, change feels less like a leap into the unknown and more like a step forward with confidence.

Types of Training Methods

Not all training looks the same, and that’s a good thing. Different methods work for different people, and successful change management often means offering a mix:

• Blended learning: A combination of in-person and online learning, giving employees flexibility while maintaining human connection.
• eLearning: Self-paced modules that let employees absorb information on their own schedule and are especially valuable for global or remote teams.
• Workshops: Hands-on sessions that encourage collaboration, role-playing, and direct Q&A. These are especially helpful when the change involves new processes or interpersonal skills.
• Quick-hit resources: Short guides, tip sheets, or two-minute videos that provide reinforcement when employees need it most.

By mixing formats, training doesn’t just transfer knowledge—it supports people in real time as they apply new ways of working.

Evaluating Training Effectiveness

Training doesn’t end when the last slide fades or the final quiz is completed. To ensure it’s truly supporting the change process, organizations need to measure its impact. Key approaches include:

• Employee feedback: Surveys, interviews, and informal conversations provide insights into what worked and what didn’t.
• Performance metrics: Tracking productivity, error rates, or adoption speed helps determine whether employees are applying their training effectively.
• Knowledge checks: Assessments before and after training can highlight improvements and identify lingering gaps.
• Business outcomes: Ultimately, the success of training is measured by whether the change achieves its goals, e.g., increased efficiency, improved service, or smoother compliance.

Evaluating training ensures it isn’t just another item on the checklist, but a real driver of progress.

Final Thoughts

Change management succeeds or fails on employee adoption, and training makes adoption possible. Without it, even the best-planned change can sputter. With it, employees gain the clarity, skills, and confidence to embrace new ways of working.

Think of training not as an optional add-on, but as the engine that keeps your change process moving forward. After all, a roadmap is only useful if everyone in the car knows how to read it.

Related Blogs

How Instructional Design Drives Successful Change

How Technical Writing Drives Change Management Success

From Chaos to Clarity: Which Change Plan Fits Your Business?

Key Players in the Change Process

Change Management: Why We Can’t Just Wing It

References

“40 Change Management Quotes to Inspire the Entire Team.” Indeed. 6/9/25. Accessed 8/18/25. https://ca.indeed.com/career-advice/career-development/change-management-quotes 

Courtney, Fionnuala . “Change Management: 3 Reasons Why Training Supports Organizational Change.” 4/28/25. Accessed 8/18/25. https://elearningindustry.com/change-management-3-reasons-training-supports-organizational-change