Every company has a hidden treasure. It is the knowledge, skills and tacit know-how that experienced employees carry in their heads. They were created in real situations, are based on experience and often cannot be replaced by any manual. They often decide how well things work in the company.

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This internal capital is unique and irreplaceable. But if it is not used and passed on, it loses its value. Internal training is a way to turn this treasure into shared know-how for the entire company.

At the same time, it is a very effective approach – it saves the cost of external training, strengthens engagement and a culture of sharing.

However, to bring real results, it requires thoughtful preparation and support from HR.

When Employees Teach Employees

In internal training, experienced employees pass on knowledge to their colleagues. Most often, it is practical skills that are commonly used in everyday work.

This approach is often referred to as “peer-to-peer training“. An employee learns from a colleague who knows the environment, processes and specific problems, which significantly increases the relevance of the learning.

And thanks to digital tools, sharing is easier than ever.

Internal Training in Practice

Internal training can take various forms and adapt to different needs and environments. However, all of these forms have one thing in common: they are based on real experiences that have arisen in a specific company practice.

Typical forms:

• Workshops and presentations led by colleagues – structured educational blocks on a specific topic
• Mentoring and coaching between individuals or teams – personal guidance focused on developing specific skills
• “Lunch & Learn” meetings – informal sharing of experiences over a meal, e.g. during lunch
• Internal wikis, videos or micro-training – short digital formats available anytime and from anywhere
• Online training – own e-learnings or modules in a training platform

One-day sharing of good practice within the team is also beneficial. It is important to create a space where people are not afraid to learn or teach others.

Main Advantages of Internal Training

Internal training is accessible, relevant and supports the company culture. It helps save costs, accelerates the transfer of know-how and uses the internal potential of the company.

At the same time, it motivates and develops the employees involved – both those who transfer knowledge and those who learn.

For the company:

• Saves costs on external courses
• Accelerates the implementation of changes and the sharing of know-how
• Supports the identification of internal talents

For trainers:

• Development of presentation skills
• Increases prestige and self-confidence
• Greater connection with the company and the team

For participants:

• More practical content and less stress
• Better understanding thanks to shared context
• Easier access to further consultation

What to Watch out for

Internal training is not self-sustaining. This approach also has its pitfalls and limits, which need to be taken into account when planning it.

Not every expert is a good lecturer. Without support, quality can suffer. Moreover, employees often do not have the capacity to combine training with their regular agenda.

A closed perspective is also a risk. Without external inspiration, internal training can go in circles. Quality also needs to be monitored in terms of content and values.

The Data Speaks for Itself

Statistics clearly show that internal training has a measurable positive impact.

• According to LinkedIn Learning, 62% of companies consider internal trainers to be key to employee development.
• Companies with sophisticated internal training achieve up to 30% higher employee retention.
• 55% of employees remember information they learned from a colleague better during internal training.
• 68% of employees say that learning from colleagues builds trust and promotes teamwork.
• Companies that combine internal and external training show a 25% higher engagement rate.

Sources: LinkedIn, LLCBuddy, RCAcademy 

How to Implement Internal Training Step by Step

Implementing internal training does not require a large budget, but a well-thought-out approach.

If the system is to be functional and sustainable in the long term, it needs to be given a clear structure, support and feedback.

1. Identify fellow “experts” who are willing to share their knowledge.
2. Support them in content development and presentation skills.
3. Set a clear program structure: goals, topics, formats, frequency.
4. Create a training calendar and ensure time availability for trainers.
5. Motivate participants and trainers – recognize them publicly or as part of career development.
6. Collect feedback from participants and trainers regularly.
7. Monitor the impact of training on performance, collaboration and satisfaction.
8. Continuously improve the program based on data.

Invest in the People You Already Have

Internal training is more than just a way to transfer knowledge. It is a daily opportunity for people in a company to learn from each other, grow and collaborate.

It is experiences like these that shape an employer brand – not slogans, but real interactions between people. Every training session led by a colleague, every sharing of know-how is a moment when an employee experiences the company’s values in practice.

For HR, internal learning is a tool to systematically build a positive employee experience. And to make visible the people who create the company’s culture from within.

When you are looking for the next step in development, start with what you already have in the company – your own people.

Tip: Don’t know how to start internal employee training? We’re happy to help.