Not long ago, many of us were wondering whether the training industry would even survive in the face of suspended in-person contact—and if it did, in which direction it would evolve. Today, more than two years after the pandemic began, we know this much: adaptability and creativity can overcome nearly any barrier.
Uncertainty
In the first quarter of 2020, the training sector was effectively frozen. Faced with widespread uncertainty, companies halted every nonessential process. This included even mandatory training—like health and safety or certifications for operating specialized equipment. New regulations were introduced to extend existing qualifications, ensuring people could continue working and businesses wouldn’t grind to a halt. These types of training were the first to return—within weeks, new rules were put in place to allow sessions to be held under sanitary restrictions.
Development-focused training, however, faced greater challenges. Practically overnight, programs disappeared. Ironically, this happened just as soft skills—like interpersonal communication, stress management, change management, or time organization—were becoming more important than ever for navigating the new reality. For a time, employees lost an essential source of support.
New Reality, New Needs
Once it became clear that fighting the pandemic would last longer than a few months, the training industry had to find a way to adapt. The direction was obvious: move training and coaching activities online. While online learning already existed—through e-learning platforms and online modules—it played a supplementary role. The pandemic changed that completely. The online channel had to take over the entire industry, fast.
A key challenge was convincing clients that training was still necessary—just in a new format. The sector worked hard to do so, successfully showing companies that freezing training would negatively impact results. Today, we know that investing in people and their skills is essential for building competitive advantage—and the pandemic only strengthened this belief.
Hotel? No—Teams
Shifting training activities online was a massive challenge—logistically, technically, and in terms of content. Digital resources had to be created, trainers and coaches had to master new forms of communication, and many tech barriers (equipment, quality) had to be overcome. This transformation occurred in two phases. First, the industry focused on mastering communication platforms and launching the first remote programs. Once training resumed, the next step was refining tools and tailoring the offer to meet new organizational and employee needs.
Training providers took a proactive, flexible approach. They didn’t wait for clients to describe new challenges—they quickly developed programs for the emerging reality: remote team management, virtual work organization, ergonomics, and mental health/well-being during isolation.
One of the biggest challenges was engagement—how to capture participants’ attention from behind a screen. This increased pressure on quality and creativity. Training had to be engaging, content-rich, and above all—practical in a remote work context. Attitudes toward time also changed: focusing for two full eight-hour days online was unrealistic. Online training became longer but spread out over smaller sessions (e.g., 4 days × 4 hours). This had an added benefit: employees weren’t completely taken away from work—they could still fulfill some of their daily duties.
Tools for delivering training—especially communication platforms like Teams or Zoom—underwent rapid development. Shared whiteboards, individual exercises, breakout rooms for smaller group work: all became common. As data and operations moved to the cloud, so did parts of the training process.
Together—Even at a Distance
Another challenge was moving integration activities online—building team spirit and employer branding. This area sparked creativity and innovation. Companies held online Christmas parties, baked cookies together, hosted virtual cooking classes or made miniature gardens in jars. While nothing can replace in-person interaction, these efforts were appreciated by employees. What once seemed unimaginable became reality—limited only by the creativity of organizers and their clients.
What’s Next for the Training Industry?
The training industry has changed for good. It won’t return fully to its pre-pandemic ways. Today, workplace culture sets the direction—not the pandemic. Hybrid work models are here to stay for many employers.
Employees and trainers alike are now comfortable online—and digital training is more cost-effective. Its quality will only continue to improve. Offers will expand, become more innovative and surprising, and tools even more user-friendly. While not quite yet, the industry is approaching a new frontier: AI (already present in language platforms) and virtual reality tools like VR goggles. Online training is becoming increasingly engaging.
So—will companies completely abandon in-person training? No. Because it’s especially valuable for team building. Building relationships and collaboration remotely is tough. That’s the area companies will likely reinvest in first post-pandemic. After all, no business can succeed without the human factor.
