In recent consulting and training sessions with enterprises, we often hear candid feedback from business leaders and HR/Training directors:
“Every year we spend a budget on training, but the results are minimal. Employees return to work doing exactly the same as before, with no real improvement in productivity.”

This is not an isolated case. Many Vietnamese businesses are still trapped in a mindset of “training for formality” – organizing classes just to complete a plan or beautify a report, but with little to no connection between the training course and actual work performance.

Why “training for formality” wastes resources?

1. Wasted money – training budgets are consumed but results are not measurable.
2. Wasted time – employees attend classes but fail to apply what they learned.
3. Wasted motivation – employees lose faith in training, seeing it as an “obligation” rather than an opportunity for growth. Some even complain: “Here we go again, another training session…”

When training fails to deliver results, it not only wastes resources but also creates negative sentiment, making it harder for the organization to implement future programs.

Turning Every Course into “Learning to Act – Acting to Grow”

The key to breaking this cycle is to build an adaptive learning culture—where every training initiative is tied to real-world challenges, with the goal of changing behaviors and enhancing performance.

• Learning to Act: Training content must be designed around real situations and problems the business is facing. Employees should apply what they learn immediately, with measurable outcomes.
• Acting to Grow and Advance Careers: Employees don’t just apply knowledge once; they continuously try, make mistakes, reflect, and improve. This process transforms knowledge into skills, skills into habits, and habits into professional confidence that drives career growth.

A Real Example from a Vietnamese Enterprise

A retail company in Hanoi once implemented a customer service training program. Previously, they held purely theoretical classes, and employees quickly forgot what they had learned. Later, the company shifted its approach:

• Each session included role-playing scenarios drawn directly from real customer feedback.
• After the training, employees had to apply the skills at the counter, with managers observing and giving weekly feedback.
• A follow-up recognition program was introduced to spread exemplary service behaviors and identify “Outstanding Service Ambassadors” and “Trailblazers” who inspired their peers to conquer new challenges.
• After just three months, customer satisfaction rose from 72% to 88%, and repeat customer rates also increased significantly.

This is a clear demonstration of the power of practical training: linking theory with action, and connecting the classroom to real business outcomes.

Conclusion

An adaptive learning culture and practical training not only save costs for businesses but, more importantly, turn training into a lever for growth.

When every employee sees learning as a way to perform their job better, and sees better performance as an opportunity to grow, the organization gains a workforce that is both highly skilled and resilient—ready to accompany the business through every stage of development.

Remember: “Training is not a cost—if it is designed to drive change, foster growth, and ensure sustainable development.”

Wishing you success,

Lead-UP Academy | Learn to Act – Act to Lead