Even in training, not everything needs to be done at once. For example, if there are 5 training modules, focus on the top 2 that impact daily tasks the most. ---- Break sessions into smaller parts. Instead of a 3-hour workshop, try 30-minute sessions over a week. ----Encourage peer learning—let experienced employees share key takeaways. It saves time and makes learning interactive. ----Also, offer flexibility. Some might prefer self-paced learning instead of attending long sessions.

In my experience, training modules will be allocated for each session by not overloading the team. Each day a small topic will be covered, and a practical session will be taken by one of the team members. So that they will not feel overwhelmed, at the same time, team members will learn things practically. Sessions like discussions among team members and some tea breaks or fun activities can be conducted.

I would divide the training into small segments which will include breaks and fun Q&A's as well so that the team can participate enthusiastically and would feel less burnout.

Setting realistic expectations and focusing on quality over quantity is key. Like any other task, prioritizing is a must. Designing relevant training, breaking it into small, digestible modules, and offering flexible learning options can help prevent burnout.

Too much training always be stressfulI and better keep it simple for the team. Like: Once, my team had 5 trainings in a week along with regular work. They were tired and confused. So, I did three things: I prioritized — only kept important trainings, postponed the rest. I created a clear plan — when to train, when to work. I checked in — asked how they’re feeling and adjusted as needed. The team felt better, stayed focused, and learned without burning out. My rule: Less pressure = better learning + better work.