This article is part of the Centrical Labs series, where we publish findings from our data research team. We analyze employee performance and engagement using behavioral science and real-time data, then share the results to help you increase your team’s success. Subscribe and follow Centrical on LinkedIn to stay updated on the latest insights.
You may think: the more my employees train, the better they’ll perform. That’s why so many organizations invest in continuous learning programs, hoping they will translate into better performance.
But is it possible to overdo it? (Short answer: yes.)
We analyzed millions of data points from frontline employees using Centrical’s platform, and what we found challenges some common beliefs about training and performance.
Inside Centrical Labs: Our Methodology
Our analysis focused on a 12-month window of data collected from some of the world’s largest enterprises, including global BPOs, telecom providers, financial services, and insurance companies.
Specifically, we looked at metrics such as:
Based on the weekly pulse surveys, we grouped the employees into three cohorts:
- Underloaded: Feeling under-challenged and underutilized.
- Balanced: Feeling appropriately challenged.
- Overloaded: Reporting high levels of stress or excessive workload.
We then examined how these three cohorts interacted with learning, and how that affected their performance.
The Findings: Too Much Training Can Backfire
- Underloaded employees had the highest training completion rates and yet underperformed by 8% compared to their balanced peers. Additionally, underloaded employees showed low performance scores regardless of the amount of learning.
- Balanced employees performed best — 9% better than underloaded employees and 4% better than overloaded ones. Balanced employees invested time in learning and improved their performance by nearly 29%.
- Overloaded employees improved their performance by 26% over the course of 33 weeks, but still underperformed compared to balanced employees.
- Employees who completed more learning reported feeling 25% less workload stress than those who learned less.
Why It Matters: The Risk of Overtraining
They say too much of a good thing can be a bad thing, and training is no exception.
High training completion rates can be misleading. Just because an employee is heavily focused on learning doesn’t mean they’re performing better. When it comes to training, some organizations might be more focused on checking a box than driving real performance.
Training is critical; but it must be contextual, targeted, and goal-driven. At Centrical, we know the difference between generic learning and personalized, real-time microlearning that targets the employee’s knowledge gaps.
That’s why understanding how different employees engage with training — and how it impacts performance — is essential.
From Centical Labs’ data, three distinct types of learners emerged across cohorts. Each group engages with training differently, and the results show it.
The Escapist Learner: High Engagement, Low Direction
Underloaded employees often use learning as a distraction or an escape. They’re eager to grow but lack direction, leading them to over-engage with content without applying it meaningfully.
Without proper guidance, these potentially high-value employees risk becoming disengaged or leaving the organization altogether.
The Burned-Out Learner: High Stress, Limited Time to Learn
Overloaded employees may deprioritize learning, even though they understand its long-term value. They’re focused on survival mode, not development. This creates a dangerous loop where they become less prepared for future roles, driving burnout and attrition.
Centrical Labs’ data showed that these employees were still able to improve their performance and outperform their underloaded peers, but they couldn’t keep pace with the more balanced cohort. Without support to manage their workload, these employees risk stagnation and burnout despite their efforts.
The Balanced Learner: Strategic, Personalized Learning Aligned with Goals
This cohort struck the right balance: personalized, well-timed learning aligned with clear performance goals. They showed the strongest gains across all metrics.
Learning completion alone isn’t enough; it should be tied to both performance KPIs and Voice of the Employee feedback (such as self-reported workload and well-being). By considering these factors together, your organization can gain a more accurate picture of where the gaps lie and how to close them.
How to Fix It: 5 Steps to Smarter Training
To avoid the pitfalls of overtraining and ensure learning drives real outcomes, you can take the following steps:
- Make Learning Timely and Personalized
Ensure training is delivered at the right moment to close an actual knowledge or performance gap, not just to “check a box.” Use AI to personalize microlearning to the employee’s real-time needs.
- Connect Learning, Coaching, Sentiment, and Performance Data
Centralize data to give managers, leaders, and employees a holistic view. Learning should be integrated with coaching insights, performance metrics, and wellbeing indicators.
- Align on Clear Goals
Don’t just assign learning; clearly explain why it matters. Provide personalized learning and progression paths that are aligned to your employees’ performance goals and career pathways.
- Reevaluate Your Coaching Strategies
Is your current coaching approach directive or guided? How frequent are coaching sessions?
As we’ve seen, escapist and burned-out learners need more guidance, not more content. Coaching should be delivered in real-time and extend beyond performance to include workload, wellbeing, and learning.
- Track Perceived Workload Alongside Training
Don’t rely solely on completion rates. Use Voice of the Employee surveys and sentiment analysis to understand whether your employees feel overwhelmed or underused, and adjust accordingly.
Get Started: Build a Learning Program That Drives Performance Results
Are you ready to take the next step and build a learning program driving real performance results? Check out our free guide on microlearning through gamification below.
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