Guess what? People love to learn! Currently, the training offered is falling short of expectations. The dissatisfaction is shared among all ages – Baby Boomers to members of Generation Z. Organizations are often stymied by the training conundrum. Figuring out content, how to best capture employee interest and guarantee utilization, are all obstacles that often halt training development and implementation. Richard Wahlquist, American Staffing Association president and CEO, expresses that an investment in training could give organizations a leg up in the talent war. Employees want training that will further their professional development or will help them to bridge employment transitions. Automation is the wolf at the door that has many employees eager to partake in training that will upskill them beyond employment that may be subject to imminent demise. Offering training can increase retention, make an organization more desirable to job seekers, and be the deciding factor when candidates weigh job offers. The best training puts the employee in the driver’s seat. It is continuous, and autonomous, and allows employees to set their own goals. Managers need to be trained to co-create trainings with their teams that reflect participant interests and goals. Trainings need to be independent, structured, collaborative, and experiential, and opportunities need to exist for application of newly acquired skillsets. Finally, if making training a competency within your organization sounds overwhelming tackle it in bite size chunks. Introduce a five-minute training three times a week for a month, and then increase the training time to ten minutes the next month. Employees don’t want to be burdened, but inspired, and directed to self-learning that they can partake of at their own pace.