Why On-the-Job Training Works and How to Implement it

• On-the-job training helps employees remember skills by using them right away at work.
• People learn faster since they practice with real tasks and tools.
• Teams work better together as everyone gets involved in teaching and learning.
• Companies spend less on outside courses and see higher retention.
• Training plans with clear goals make tracking progress simple.
• Ongoing feedback keeps development on track and corrects mistakes early.
• Supervisors and mentors help pass on company knowledge and culture.

Luis started his job feeling lost on the shop floor. By his second week, shadowing a senior and working side by side, he could run the equipment solo. His confidence grew with every shift. Many workers, like Luis, make the leap from new hire to skilled team member through on-the-job training.

This post explains why this approach works so well: you get hands-on experience, teamwork improves, and companies save on training costs. You’ll also learn practical steps to start or improve on-the-job training at your workplace—setting goals, using peer mentors, providing feedback, and checking progress.

See the business case behind skills-first training.

Why On-the-Job Training Boosts Employee Skills

Employees build skills faster when they apply what they learn directly on the job. On-the-job training (OJT) ensures new knowledge sticks and helps teams move forward together. Here’s why workplace training like this can make a real difference for your organization and your people.

It Builds Real-World Knowledge Fast

OJT puts employees right where the action happens. Workers get instant feedback as they practice skills in real work situations. This leads to fewer mistakes and better performance from day one. Studies show that trainees using on-the-job methods pick up essential skills 20 to 30 percent faster than those in classrooms or online-only courses. For example, a sales team might practice customer pitches during actual shifts. Team members correct each other, try new approaches, and adapt on the fly. The result is sharper skills and stronger confidence in high-pressure moments.

It Saves Money and Time

On-the-job training is cost-effective. Companies save by skipping travel, outside instructors, and classroom rentals. According to research, OJT can cut total training time by up to 40 percent, so new hires start producing value sooner. Compare this to traditional training where much of the day is spent away from regular work. To keep spending in check and prove the process works, track simple metrics like fewer errors after training and improved output. These numbers paint a clear picture of your return on investment.

Looking for more ways to boost workplace performance? Explore the benefits of employee training for your business.

We’ll help you launch blended OJT with tracking, checklists, and assessments in LMS Light.

Book a Free Session

Ask an Expert

Steps to Set Up On-the-Job Training

Building an effective on-the-job training (OJT) program starts with a clear plan and the right techniques for your team. Choosing the method that fits your people, monitoring daily progress, and giving real-time feedback are key steps for making sure skills stick and improvements show up in your results. Here are essential steps to follow.

Pick the Right Methods for Your Team

Different teams and skills call for different OJT methods. Try these proven techniques:

• Shadowing is best for beginners. New hires spend time watching experienced colleagues, taking on simple tasks at first. It’s easy to start and helps nervous employees get comfortable fast. However, progress can be slower when new hires only watch.
• Job Rotation gives employees the chance to work in several roles. This method builds flexibility and a stronger, more versatile team. It can be disruptive if not planned, since people move between jobs and may need extra support.
• Mentoring sets up long-term coaching from seasoned employees. Mentees receive ongoing support and grow steadily. It’s ideal for developing future leaders, but it does take more time and planning.

Tip: Workforce guides suggest starting with shadowing to introduce new skills, adding job rotation to build team flexibility, and using mentoring for professional growth. Keep a simple checklist for each method to speed up your rollout.

Track Progress and Give Feedback

Regular tracking and feedback help training stick. Daily check-ins with supervisors or mentors keep learning on track. Use quick assessments, like quizzes or hands-on demonstrations, to spot trouble areas right away.

Immediate feedback catches mistakes and fixes them before they turn into habits. A short comment or a one-on-one conversation can make all the difference for a new employee’s performance. Free tools, like shared documents or online sheets, make it simple to record progress and leave notes everyone can see.

Keeping feedback short, kind, and specific keeps employees motivated and makes learning part of the daily routine.

Common Challenges and Fixes for OJT

Even with a great plan, on-the-job training (OJT) comes with real challenges. These bumps in the road can leave new hires confused, busy teams stretched thin, or hard-earned skills slipping through the cracks. Knowing the main issues you might face (and how to solve them) makes your OJT more effective and less stressful for everyone. Below are some of the most common hurdles in OJT, paired with practical solutions that keep learning on track and productivity high.

Inconsistent Training Quality

When training relies on different mentors, the quality and approach can vary. Some employees learn quickly, while others struggle because they don’t get the same level of guidance.

• Fix: Standardize your OJT process with clear checklists, guides, and quality controls. Set up regular check-ins and feedback loops so any gaps get caught early. Using supervisor reviews or peer assessments can keep training consistent across shifts.

Lack of a Formal Structure

Without a plan, OJT turns into guesswork. Employees may miss important steps or pick up information that skips key skills.

• Fix: Build a simple curriculum with defined milestones. Document every step, from onboarding to advanced tasks. Using tools like a learning management system helps track each person’s progress and supports structure from day one.

Time Constraints and Productivity Pressures

Juggling real work and learning can stretch employees thin. Often, daily demands push training down the priority list.

• Fix: Break training sessions into smaller pieces that fit into a normal shift. Microlearning works best by targeting a single skill or task at a time. Schedule training during slower periods or low-impact times, and adjust workloads so learning never feels rushed or forced.

Over-Reliance on Mentors

When all guidance comes from one or two go-to people, things can bottleneck quickly. Mentors may get overwhelmed, and trainees left waiting.

• Fix: Create self-service resources like easy-to-follow guides, checklists, or video walkthroughs, allowing new hires to solve basic questions on their own. Rotate mentoring duties if possible, so nobody feels burned out or overloaded.

Bad Habits Passed Along

New employees often mirror mentors without realizing when shortcuts or old habits are creeping in. Over time, this can hurt safety or performance.

• Fix: Monitor training outcomes and review work often, especially during the first few weeks. Encourage an open feedback culture where mentors and new hires both learn and adapt. Address any outdated processes before they take root.

Struggling to Match Different Skill Levels

Teams are rarely made up of people with the same experience. Some new hires need extra help, while others are ready for more.

• Fix: Assess individual skills early, then personalize the training plan for each employee. The goal is to set a clear baseline but give flexibility to move faster or slower as needed.

Employee Disengagement

Repeating the same tasks or missing the “why” behind OJT can result in drop-offs in motivation and attention.

• Fix: Mix up training sessions with hands-on activities, interactive quizzes, or real-life scenarios. Use gamification—think leaderboards, rewards, or small competitions—to keep things lively. Show how skills connect to daily wins for both the company and the employee.

These challenges are common, but smart fixes can keep your on-the-job training program effective, engaging, and consistent throughout your organization.

Conclusion

On-the-job training stands out for speeding up learning, building confidence, and driving business results. When you set clear goals, support employees with hands-on practice, and use daily feedback, skill growth follows naturally. This practical approach helps teams work better together and keeps training costs low. OJT is more than just teaching new hires—it fuels growth throughout your company.

We’ll help you launch blended OJT with tracking, checklists, and assessments in LMS Light.

Frequently Asked Questions

Q: What is OJT?

On-the-job training (OJT) is a method of teaching skills and knowledge while employees perform their actual work. They learn with guidance from a mentor or supervisor.

Q: How long does it take?

The duration depends on the job and skills needed. Some training is done in a few days, while others may last several weeks for complex roles.

Q: Can small teams do it?

Yes, even teams with just a few people can run effective OJT. Small groups often provide more personalized guidance and quicker support.

Q: What if my staff have different experience levels?

Assess skills at the start and adjust training based on each person’s needs. This way, everyone learns at their own pace and gets the right support.

Q: Is OJT effective for remote or blended teams?

Yes, by using digital tools, checklists, and virtual feedback, remote and hybrid teams can benefit from OJT just like in-person teams.