The fight between a manager and a trainer for an employee’s attention and learning is quite lopsided. This is because managers have a direct influence on employee behavior and attitude. Employees observe and learn from their manager’s actions, what they do, what they don’t do, say, or don’t say every day. The actions and words of managers have a more significant impact on employee behavior than anything the trainer teaches in the classroom.

The fight between a manager and a trainer for an employee’s attention and learning is quite lopsided. This is because managers have a direct influence on employee behavior and attitude. Employees observe and learn from their manager’s actions, what they do, what they don’t do; say, or don’t say every day. The actions and words of managers have a more significant impact on employee behavior than anything the trainer teaches in the classroom.

According to the 70-20-10 rule of learning and development, 70% of an employee’s learning happens through on-the-job experience, 20% through interaction with others (mostly with their manager), and only 10% through formal training. This means that the manager owns 90% of the employee’s learning experience, leaving the trainer with a measly 10%.

However, the trainer plays a crucial role in ensuring that the 10% of formal training is of high quality and is consistent with the organization’s goals and values. The trainer can also help bridge the gap between the manager’s expectations and the employee’s skills and knowledge, ensuring that the employee can perform their job effectively.

In a Filipino workplace, the relationship between the manager and the trainer is vital. In this culture, respect for authority figures, such as the manager, is deeply ingrained. Thus, the manager’s words and actions carry more weight and influence on employee behavior than those of the trainer. The effectiveness of the training is only realized in the workplace, not in the classroom. It only happens when the trainer and the manager do not contradict each other.

To ensure that employees get the best possible learning experience, the trainer and manager must work together to provide consistent, high-quality training that is relevant to the employee’s job. The trainer can provide guidance and support to the manager in implementing the training and ensure that employees are applying what they have learned in the workplace.

While the trainer plays an important role in employee learning, the manager’s influence on employee behavior and attitude is much more significant. The trainer and manager must work together to provide a consistent, high-quality learning experience for employees, ensuring that the 10% of formal training is aligned with the manager’s expectations and the organization’s goals and values. In a Filipino workplace, where respect for authority is essential, the relationship between the manager and trainer is critical to achieving the organization’s training objectives.