Today, a large group of my department is out for training.  We are divided into three groupings.  One whole grouping was out for training.

 I walked around the floor and spoke with the three people left on that team who were not in the training.  

Employee #1 was left off, then asked by many of us why she wasn’t involved in her team’s training session.  Her team lead even asked her and she had no cohesive answer.  The team lead then went to their supervisor to ask.  This normally wouldn’t be an issue, but the team lead found the supervisor in the cubicle directly behind Employee #1.  Loudly asked the question and the supervisor answered, “because you said she wasn’t ready”.  

Employee #2 is a team lead.  He was supposed to be in training like everyone else, but deemed himself too important, too knowledgeable and too competent to participate.  I directly asked him and he physically waved his hand in the air like it was below him.

Employee #3 was invited to training but passed on the training because he is too busy with current projects and stated that he can look at the documentation on his own.  

These three issues can be addressed individually as they are all personnel issues, but the overarching problem I have is that only three people out of thirty or forty staff are not involved in a team training.  With one being a lead can also impact morale.  

There is also no work getting done this entire week, putting projects and deadlines back.  Solutions to these issues would be to split training in half and make sure all are involved.  It would help build better team morale and instill some unification of knowledge.