You hired smart talent. But are you training them right?

Every year, organizations hire bright interns and freshers from top institutes.

They come in with promise, potential, and the right intent.

But somewhere between onboarding and execution, something quietly breaks.

Not because they lack capability.
But because they’re not really trained, properly.

In many workplaces, especially in fast-paced functions like communications, freshers are given tasks, targets, and timelines, but not the depth required to execute them well.

Take something as simple as media outreach.

A fresher may be told: “Pitch this story to journalists.”
What they may be often not told is:

• Which journalist is relevant
• What they typically cover
• How to tailor the pitch
• What not to say

The result?

1. Brand impact suffers
A poorly targeted pitch doesn’t just get ignored, it can damage credibility.

2. Confidence takes a hit
When effort doesn’t translate into results, freshers begin to doubt themselves.

3. Work slows down
Managers end up redoing work and firefighting, losing more time than they saved.

Here’s a small incident that stayed with me.

Years ago, interns were often asked to update media lists, going through newspapers and noting journalist names, contacts, beats, and story types in Excel (perhaps this still happens).

At an agency I worked at, I noticed an intern doing this reluctantly. When I asked why, she said, “I’ve done my Master’s to do this? This is such a menial task.”

That’s when it struck me, no one had explained why.

To her, it was repetitive, low-value work.

But when I explained that this task was foundational, that teams rely on these lists to reach the right journalist, saving time, avoiding mistakes, and protecting brand credibility, her perspective shifted.

She returned to the same task with far more focus and ownership.

That moment reinforced something important:

People don’t resist work. They resist work that doesn’t make sense to them.

And this is where most people get it wrong.

Delegation is not training.
Explaining what to do is not the same as teaching how and why.

Training requires intent, context, and time.

Because when you invest that time early:

• You build independent thinkers
• You reduce errors
• And you create professionals who represent your brand better than you expect

In my experience, the best teams aren’t the ones with the smartest hires.

They’re the ones where seniors take ownership of developing talent.

Because freshers don’t fail organizations.

Organizations fail freshers, when they assume potential is enough.

If you want better outcomes, start with better training.

#Leadership #WorkplaceLearning #TalentDevelopment #TrainingMatters #FutureOfWork #WorkplaceCulture #EmployeeExperience #CorporateCommunications #PublicRelations
#MediaRelations