Years ago, I arrived at a client site to deliver a resiliency workshop. The HR manager had promoted it widely and expected a strong turnout. Five people registered. One showed up.
We had a great conversation, but afterward we were left wondering why attendance was so low. And the truth is, this same pattern shows up in ERP implementations all the time.
Training is where employees learn how their work will change, what the new processes look like, and how to use the system. It’s essential for adoption. Yet people often skip it — not because they don’t care, but because a long list of barriers gets in the way.
If your ERP training sessions aren’t filling up, here are the ten most common reasons.
1. Poor communication about training
ERP projects generate a lot of noise. Updates, testing reminders, cutover plans, and process changes all compete for attention. A single email about training gets lost. Employees need multiple reminders, delivered through multiple channels, from people they trust.
2. Employees are too busy — or believe they are
ERP projects don’t pause daily work. People are juggling their normal responsibilities plus project tasks. Even when they could fit training in, it doesn’t feel urgent. Perception drives behavior, and “I don’t have time” becomes the default response.
3. Employees want to appear busy
If the culture treats training as optional, employees worry that attending signals they have extra time. They avoid it to protect their image, especially with their manager. This is a subtle but powerful barrier.
4. Managers don’t encourage or prioritize training
This is one of the biggest adoption killers. If managers don’t talk about training, don’t recommend it, or don’t make space for it, employees assume it’s not important. ERP training requires visible, vocal leadership support.
5. Training is positioned as optional
When training is framed as “nice to have,” people treat it that way. ERP training must be positioned as essential — not something employees can choose to skip if they’re busy.
6. Employees think they already know enough
People often assume the new system works like the old one. They don’t realize how much their processes are changing. Leaders need to set clear expectations about what “ready for go‑live” actually means.
7. Past training experiences were boring or irrelevant
If employees have sat through dull workshops before, they expect more of the same. ERP training must be practical, hands‑on, and tied directly to real work. If it’s not, they won’t show up.
8. The relevance of the training isn’t clear
Adults want to know why something matters. If employees don’t understand how the new system affects their role, they won’t prioritize training. Relevance must be obvious, not implied.
9. Training is scheduled at the wrong time
Lunch‑and‑learns, month‑end sessions, or inconvenient times of day all reduce attendance. ERP training should be on the clock and offered at multiple times, including virtual options.
10. The culture undervalues learning and long‑term capability
Some organizations reward fire‑fighting more than preparation. Others focus only on short‑term output. In these environments, employees won’t invest in training unless leaders make it clear that learning is part of the job.
Do Something About It
It’s easy to assume employees skip training because they don’t care. Maybe. But the real question is why they don’t care.
ERP training is not just a calendar event. It’s a critical part of change adoption. When employees don’t attend, the system suffers, the team suffers, and the project suffers.
Build a training program so relevant, well‑communicated, and well‑supported that employees sign up early because they know they’ll need it.
