Congratulations on the New Tool. Now Train People to Use It.

Picture this: a shiny new Jira ticketing system rolls out. Everyone gets a quick email guide, maybe a PDF, and is expected to hit the ground running.

Within two months, chaos.

Tickets marked “high priority” flooded the system—because, of course, everyone’s issue is a high priority to them. Buckets were mislabeled—was it a “fix” or a “change”? No one knew. Tickets were misrouted or left hanging in digital purgatory. Engineers got frustrated. Submitters felt ignored. Leadership was confused.

The problem wasn’t the tool. It was the lack of real training.

In one of my previous roles, this wasn’t a one-off issue. I’ve been in multiple client-facing teams where professional development and training was treated like an afterthought. Once a year, we were promised a “learning day” that was supposed to keep us sharp in a fast-changing field (tech and edtech). We asked for:

• Relationship-building strategies for diverse backgrounds
• Intro to tools like PySpark so we could train clients
• Examples of differentiated learning techniques we could mirror

What we got instead? A session on licensure none of us needed, a Tableau basics walkthrough (we already used it daily), and a curriculum “replanning” meeting — featuring one speaker calling in from a noisy Whole Foods. No hands-on practice. No call to action. No actual growth.

Companies often underestimate how expensive poor training can be. It leads to:

• Misused systems
• Burnout from confusion and inefficiency
• Lost credibility with clients
• Talent disengagement (or turnover)

And here’s the kicker: it’s completely preventable.

Key Recommendations from Yours Truly:

For Organizations:

📚 Stop Skimping on Training: A new tool, process, or system deserves engaging, live training — not just an email. Use simulations, live walkthroughs, role-playing.

👩🏽🏫 Ask the End Users First: Before planning professional development, ask teams what they actually need. Then listen.

🔁 Invest in Ongoing Learning: A one-off training day isn’t enough. Build a culture of continuous upskilling — especially in fast-moving industries.

For Managers:

🔍 Audit Training Outcomes: If new systems aren’t being used correctly, don’t blame the team. Check the training first.

📊 Tie Learning to Goals: Don’t just offer training. Show how it connects to career growth, performance, and impact.

💬 Create Feedback Loops: After every training session, get feedback. Was it useful? Relevant? Actionable?

For Employees:

✋ Speak Up (Loudly): If training misses the mark, say something. Suggest alternatives. Share what would be useful.

🎯 Learn Anyway: While we wait for companies to catch up, take initiative. Watch a tutorial. Join a community. Share what you learn.

💡 Be the Training Advocate: If you spot a knowledge gap, lead a session. Be the spark for change.

Call to Action: Have you ever been stuck with a new tool and no training? Or asked for growth opportunities and got irrelevant sessions instead? Share your story — the messy, the funny, the frustrating. Let’s push companies to treat learning as a business priority, not a budget line item.

#jellysexperience #learningwithjelly #IfCompaniesOnlyKnew #trainingmatters #professionaldevelopment #corporatelife