The 30 Best Training Activities for Employees (With Examples)

Training activities for employees are the way to replace boring lectures and programs with something that keeps your learners “ON” the entire time and costs about the same to organize.

It’s not a trend, and it’s not just variety for the sake of it, but the increased learning effectiveness that motivates companies to focus on engaging employees during L&D activities.

Whether you prefer instructor-led employee training or the eLearning format to achieve your learning objectives, in this article, you’ll discover some of the most effective training activities and games to help you build a successful training program.

TL;DR

This article explains that training activities are structured exercises designed to help learners achieve specific objectives, and it outlines their importance in corporate learning. It distinguishes formal training activities from games, noting that games are typically more interactive and motivational, while both approaches support engagement, teamwork, and skill development.

The article then explores a variety of instructor-led and eLearning activities – from workshops and webinars to quizzes, videos, simulations, and interactive games – providing HR and L&D professionals with practical ideas for creating a more effective, engaging, and successful training program that improves knowledge retention and overall performance.

What Are Training Activities for Employees?

A training activity is any structured exercise or task aimed at achieving certain predefined learning goals and objectives. Some examples are:

1. Workshops
2. Seminars
3. Webinars
4. Debates

While a training activity may include some interaction between participants, it is not a strict requirement for this type of exercise.

What Are Training Games?

A training game, on the other hand, is also a structured exercise with predefined goals and objectives, just like any training activity.

Unlike other similar employee options, successful training programs have a stronger focus on interactivity. Also, they include an element of competition.

Training activities vs. training games

In simple terms, all training games can be considered training activities, but not all activities used in training sessions are games.

Games are generally more challenging and fun to participate in than other training session exercises, like debates or peer-to-peer learning.

Besides, training games also come in handy when you need to create a more relaxed atmosphere during a session. There will definitely be lots of laughs as employees try to construct a marshmallow tower or untangle a human knot (yes, those are widely recognized game names).

Why Use Activities and Games During Training Sessions

Activities are instrumental in helping learners put theory into practice with a more hands-on approach to skills development.

Both on-the-job and online corporate training have proven their effectiveness in developing not only hard skills but also crucial soft skills:

• Communication
• Collaboration
• Teamwork

With a wide array of activities to choose from, you can go as in-depth on a particular skill development as you want.

Some activities focus on:

1. Problem-solving skills
2. Self-assessment
3. Analytical capabilities
4. Leadership skills
5. Presentation skills
6. Communication skills
7. Faster decision-making process
8. Emotional intelligence
9. Critical thinking
10. Filling other skill or knowledge gaps

The significance of incorporating such exercises into L&D programs is backed by science. As per the cognitive-experiential self-theory (CEST), there are two ways that the human brain processes and retains information:

• Analytical-rational
• Intuitive-experiential

By combining different types of training exercises in training and development programs, your organization can activate both. You can also include these exercises in your blended learning programs to cover all the bases.

Below, you’ll find a selection of the most popular, tried-and-true training activities for employees.

The Top 10 Instructor-Led Activities

Instructor-led training (ILT) is synchronous training in which an instructor, either in person or virtually (VILT), conducts a class. ILT happens in real time, allowing for immediate feedback and interaction between the instructor and learners.

Training sessions have both benefits and downsides: they depend on the trainer’s schedule, venue availability (if conducted in person), and other factors.

However, if bringing multiple employees together at the same time is not an issue, these corporate activities are definitely worth considering:

1. Workshops
2. Debates
3. Peer-to-peer learning
4. Cross-training
5. Case studies
6. Webinars
7. Role-playing simulations
8. Roundtables
9. Skills practice stations
10. Brainstorming sessions

1. Workshops

Workshops are hands-on meetings, as opposed to lectures or presentations that primarily consist of listening to a speaker.

They are led by an instructor or facilitator as well, but encourage collaboration and teamwork, often requiring participants to break into small groups to solve problems, brainstorm ideas, and develop solutions.

The format fosters a sense of community and mutual learning among the members of the team. Depending on the goal, such meetings can last a couple of hours or even a few days.

Workshop example

A workshop on project management could involve a simulated project where attendees have to plan, execute, and then review employee feedback, their performance, and provide valuable insights into how to manage real-world projects effectively.

2. Debates

Unlike workshops, which often emphasize collaboration, debates foster critical thinking, encourage counter-argumentation, and strengthen presentation skills.

The rules are simple: participants are divided into teams and presented with a topic or problem to argue for or against.

It’s becoming more common for good ideas to come from everyone in the organization, not just top management. Instead of just having a suggestion box, encouraging debates allows employees at all levels to brainstorm.

During debates, the team might arrive at unexpected conclusions that can help make informed decisions on mission-critical projects. Just make sure to maintain a warm, supportive environment to avoid team conflict.

Debate example

If the company is launching a new product, teams could debate various go-to-market strategies. This could include group discussions on pricing plans, target audiences, and promotional tactics.

3. Peer-to-peer learning

Peer-to-peer learning, or peer-to-peer training, is a type of training where employees in an organization share their knowledge and experience on a given subject. Typically, the team members of peer learning sessions work within the same department or at the same level within a company.

This approach not only enhances each learner’s knowledge on given subjects but also promotes collaboration, helps colleagues get to know each other better, and saves money for the company.

A 2025 study found that peer-to-peer learning significantly improves understanding of course material and performance in the US, highlighting the widespread adoption and significance of this practice.

Peer-to-peer learning example

During sessions, peers may give presentations on pre-assigned topics that are relevant to their work duties and engage in group discussions on these topics afterwards.

For example, a software development department might organize a peer-to-peer training seminar in which specialists who have recently learned a new framework will share their experiences and valuable insights with their colleagues. This training activity will help the entire team become updated on the latest practices in the department.

4. Cross-training

Cross-training, or implementing cross-departmental training programs, is the practice of teaching employees knowledge and expertise outside of their core work. Instead of specializing in just one job, employees learn how to perform various tasks.

Cross-training helps employees realize the other team members’ contributions to company goals and also ensures a seamless workflow when an employee takes a vacation.

According to a recent publication in the International Journal of Social Sciences and Management Research, cross-functional training is one of the most common corporate training practices.

This type of training can be considered a form of ILT when it’s conducted under the guidance of an expert or instructor. However, it’s worth mentioning that cross-training can also be conducted through other methods, such as eLearning courses or on-the-job training, depending on the organization’s resources and needs.

Cross-training example

In the healthcare sector, a nurse might be cross-trained to perform administrative duties, enhancing the workflow during busy times or staff shortages.

In manufacturing, a machine operator might be cross-trained to handle basic maintenance tasks for the equipment they operate. This ensures that minor issues can be promptly addressed without having to wait for a specialized maintenance team.

5. Case studies

People learn better through real-world cases than through theory. In case studies, employees are given information about a specific challenge or situation, collaborate with a team member, and come up with potential solutions.

Unlike debates that can be based on hypothetical challenges, case studies reflect real-world situations that employees have faced or may face, equipping them with the tools and confidence to handle similar situations in their day-to-day work — with different learning styles taken into account.

Case study example

In the customer service sector, a case study might illustrate how an exceptionally difficult customer complaint was handled while preserving the company’s reputation. In the financial industry, a case study on a failing investment strategy could be analyzed to identify errors and propose alternative approaches.

6. Webinars​

Webinars, or web-based seminars, are led by an expert who uses slides, audio, and sometimes video to guide the participants through a specific topic or set of skills.

Webinars are especially useful for training remote teams or when you need to share knowledge across multiple locations.

They offer a level of convenience that traditional methods may lack, allowing people to participate from anywhere they have internet access, without the need for travel or physical meeting rooms.

Webinar example

Companies might host a webinar to communicate significant organizational updates, such as policy changes, new regulations, or a corporate rebranding initiative, to all employees.

7. Role-playing simulations

Role-playing simulations allow participants to step into someone else’s shoes to practice real workplace interactions in a safe, guided environment.

In these live sessions, the instructor sets up realistic scenarios — such as handling a difficult customer or negotiating with a vendor — and assigns roles to team members.

The instructor then observes the interaction, pauses for discussion when needed, and provides immediate feedback to help learners improve their approach and communication skills.

This activity is most effective for specific areas, such as:

• Customer service
• Sales
• Cold outreach
• Negotiation
• Leadership training

It strengthens empathy, adaptability, and reflective learning — all while giving participants the confidence to handle similar situations on the job.

Role-playing simulation example

In a live session, an instructor asks two participants to simulate a common workplace scenario — for example, a customer service representative handling an upset client who’s unhappy with a delayed order.

1. One person assumes the role of the representative, the other plays the customer, and the rest of the group observes.
2. The instructor then pauses the interaction at key moments to ask the group what strategies the representative could try next, and provides coaching on tone, phrasing, and de-escalation techniques.

The key step: after the role-play, the instructor leads a debrief to highlight what worked, what didn’t, and how the skills practiced transfer back to real situations.

8. Roundtables

Roundtables are designed to encourage open dialogue in small groups, shared reflection, and knowledge exchange among participants. Instead of focusing on content delivery, the instructor acts as a facilitator, guiding the conversation with targeted questions and ensuring that all participants have a chance to contribute.

This format works well when the goal is to align perspectives, explore complex topics, or surface insights based on participants’ real-world experience. Because the discussion happens in real time, roundtables allow for multiple unique benefits that other forms of ILT do not provide:

1. Immediate clarification — as part of the discussion
2. Follow-up questions — improving internal communications
3. Deeper exploration of ideas as they emerge — which happens naturally

Roundtables are commonly used in leadership development, management, and cross-functional training, where learning is driven by collective understanding rather than predefined answers.

Roundtable example

During a training session on improving cross-department collaboration, the instructor can gather team leads from different departments and open the discussion with a simple question: “What slows down collaboration between our teams?”

Even if hesitant in the beginning, with some more precise questions, the discussion will emerge naturally. Each participant shares their perspective, while the instructor moderates the conversation, highlights recurring themes, and encourages participants to build on one another’s input. The session concludes with a short summary of key insights and agreed-upon action points that can be taken back to daily work.

9. Skills practice stations

Skills practice stations are somewhat counterintuitive, yet they offer bite-sized learning that has a higher chance of sticking with the employees.

In essence, all participants rotate through a series of focused, hands-on learning areas. Each “station” targets a specific skill or task, allowing learners to practice in short, structured intervals under the guidance of an instructor.

This method is often used to practice:

• Communication techniques
• Tool or system workflows
• Problem-solving approaches
• Process-driven tasks

Skills practice stations are especially effective when training requires repeated practice or when multiple skills need to be developed within a limited time frame.

Skills practice stations example

In a customer service training session, the instructor sets up three stations, each focusing on a different skill:

• Handling difficult customer interactions
• Identifying opportunities to offer additional solutions
• Resolving common product or system issues

Participants rotate through the stations in small groups, spending 5-10 minutes at each one. At every station, the instructor observes performance, provides targeted feedback, and answers questions before the group moves on.

By the end of the session, participants will have practiced each core skill in a focused, low-pressure environment and gained insights they can apply immediately.

10. Brainstorming sessions

While case studies focus on collaborative problem-solving, pure brainstorming is a creative, “no wrong answers” training activity where there are no right answers. It’s focused on generating ideas, exploring possibilities, and encouraging creative thinking around a specific challenge or goal.

Instead of analyzing what has already happened, participants work together to imagine what could be improved, changed, or created.

To keep the session on track (which is often a challenge with creative teams) it’s essential to set clear guidelines and keep the discussion productive. The role of the instructor in this training activity is twofold: allow for ideas to be shared freely in an environment that stays focused on the challenge from all angles.

Brainstorming sessions example

During a training session focused on improving employee onboarding, the instructor presents a prompt to the group: “How might we make the first 30 days for new hires more engaging and less overwhelming?”

Participants share ideas aloud while the instructor captures them on a whiteboard. No ideas are filtered out during the initial phase. Once the flow slows, the instructor guides the group through clustering similar ideas and identifying the most promising ones for further exploration or testing.

The Top 10 eLearning Training Activities

Unlike instructor-led activities, which are often more rigid because of the need to coordinate with a trainer, eLearning puts the learner in the driver’s seat.

The key distinction between synchronous ILT and asynchronous eLearning lies in the fact that employees can choose when and where to engage with the material. This autonomy is particularly appealing to adult learners, who often have diverse responsibilities and prefer having control over their learning paths.

eLearning courses are one of the best training ideas for employees that businesses can implement. According to Statista, access to online resources is key to upskilling and reskilling, with 47% of US employees citing it as the main component of their workplace training.

Let’s cover some different eLearning activities that enhance employee engagement, such as:

1. Slide courses
2. Quizzes
3. Polling
4. Training videos
5. Role-play simulations
6. Mini-tutorials
7. Branching scenarios
8. Interactive longreads (scrollable courses)
9. Discussion boards
10. Gamified learning activities.

1. Slide courses

Slide-based courses are the foundational format of eLearning activities. These are self-paced courses similar to PowerPoint presentations but enriched with interactivities, clickable buttons, multimedia elements, and narration.

Interactivity transforms the passive viewing of training content into an engaging training experience that requires problem-solving capabilities in the moment.

Slide courses are great when you need to break down complex ideas into easily digestible chunks, allowing learners to focus on one concept at a time.

Slide course example

When creating slide-based courses, there are two pitfalls you’ll want to avoid. The first is building courses that feel like dull presentations, which won’t engage team members. The second is spending long weeks crafting quality training content. Fortunately, tools like iSpring Suite AI can help you overcome both of these challenges efficiently.

It’s a super easy course creation tool that works directly in PowerPoint and allows you to create attractive slide-based courses from scratch in a matter of minutes.

Here’s an example of the kind of course you can create – even with no initial design or coding skills:

iSpring Suite

Create beautiful, interactive courses inside PowerPoint — from your existing slides to LMS‑ready packages, faster than ever.

Try for free Learn more →

2. Quizzes

Quizzes can serve as diagnostic tools to assess the initial level of employee knowledge and skills. Mid-course quizzes can help reinforce learning and keep the momentum going, while final assessments can provide a comprehensive review, measure overall knowledge retention, and assess how it will work in real-world situations.

Unlike ILTs, where it’s the instructor’s responsibility to mark assessments and assign grades, eLearning courses are often equipped with automated grading capabilities and feedback for correct and incorrect answers.

Also, online quizzes offer trainees insights into employee progress and areas where additional training is needed.

Quiz example

iSpring Suite offers 14 types of quiz questions, including multiple-choice, super engaging drag-and-drop, hotspot, and sequence questions. Check out this example of an interactive quiz you can create with iSpring Suite:

3. Polls

While quizzes are often used to evaluate understanding, polls serve to collect opinions and preferences or gauge the pulse of the group on various topics. This activity encourages team members to share their thoughts openly, leading to a more inclusive and collaborative training environment.

You can start a course with a poll to understand what learners hope to get out of the training. During the course, intermittent polls can be used to get feedback on the pace, the difficulty of the material, or even to choose which topic to cover next.

Polls not only give learners a sense of control but also allow instructors to tailor the course in real time based on the immediate feedback.

Poll example

You can create this multiple-choice poll with iSpring in a couple of clicks:

4. Training videos

Training videos are effective eLearning tools that cater to different learning styles, provide a break from text-heavy materials, and allow you to explain complex concepts in a more digestible format.

Training videos were named the second most engaging training format by employees in the US, with 65% of respondents choosing this option over others.

This format gives employees the flexibility they need. Learners can watch pre-recorded video content whenever it fits into their schedule, making it easier to balance training with other responsibilities. They can also pause, rewind, or review the videos as often as needed, which supports better understanding.

Also read: 

How to Create a Video for an Online Course

Talking Head Videos: A Comprehensive Guide on Video Production

Training video example

With iSpring Suite, you have plenty of opportunities to create training videos. They can be:

1. Screencasts
2. Video lectures
3. Picture-in-picture videos

From basic formats to advanced forms that include talking head footage and presentation slides simultaneously, your options are virtually unlimited. You can see one here:

5. Real-life activity simulations

Simulations bring the concept of “experiential learning” to a virtual training environment, giving employees an opportunity to practice real-world scenarios, so no knowledge gaps form when they transition from theory to practice.

As one of the most popular, effective, and fun activities for training sessions, they are also very adaptable and can be held during face-to-face training and led by an instructor, but eLearning simulations allow learners to navigate different situations at their own pace and explore the consequences of their choices in a controlled manner.

In essence, it’s a safe-to-fail environment for trainees, especially those in sales and retail, serving to elevate their communication skills without jeopardizing a sale or the organization’s reputation.

Another benefit of this training activity is repeatability. Employees can go through simulations as many times as needed to fully understand the material or improve their skills without any additional cost or organizational effort.

Simulation example

Role-playing simulations might seem too complex to develop at first. With iSpring Suite’s drag-and-drop interface, you don’t need coding or other tech skills. The built-in Content Library offers tens of thousands of pre-designed characters and locations that allow you to create an immersive training atmosphere.

Characters can change their poses and facial expressions depending on the learner’s response. See how it works in this role-play dialogue created with iSpring Suite:

6. Mini-tutorials

Mini tutorials are not very conducive to ILT because they involve training that’s delivered in bite-sized, easy-to-digest pieces. As such, each learning module is laser-focused and therefore aims to address a single question, problem, or learning objective.

They can be built in several formats, such as:

1. Game
2. Slide course
3. Podcast
4. Video

With microlearning, it’s not so much the method of training content delivery as organization of the content. If you’re looking to maximize knowledge retention in the shortest time possible, then this training activity is a winning employee training idea.

Mini tutorial example

With an advanced subscription to iSpring Suite AI, you can easily create mini tutorials in the form of longreads with quizzes online, right in your browser. See how the mini tutorial might look:

7. Branching scenarios

Branching scenarios are uniquely decision-based but are often somewhat complex to set up. In this kind of activity, learners progress through realistic situations by choosing how to respond at key moments. Each decision leads to a different outcome, allowing learners to experience the consequences of their choices.

Unlike quizzes, which focus on selecting the correct answer, branching scenarios emphasize judgment, critical thinking, and cause-and-effect. Learners are encouraged to reflect on their decisions and explore alternative paths by replaying the scenario.

Branching scenario example

As an example, imagine a customer support scenario in which a learner interacts with a virtual client who is reporting a service issue. Depending on the learner’s responses, the conversation might escalate, de-escalate, or lead to a successful resolution. By replaying the scenario, the learner can compare outcomes and refine their approach.

8. Interactive longreads (scrollable courses)

Interactive longreads are scroll-based eLearning courses that combine structured text with visuals, media, and embedded interactions. It’s a master format that can include a lot of other options from the list — and iSpring Cloud AI allows you to build it completely.

Instead of progressing slide by slide, learners move through content vertically: in a more natural reading experience that’s still engaging enough to keep them focused.

This format works particularly well for:

1. Concept-heavy topics
2. Policies
3. Frameworks
4. In-depth explanations

Any format from which learners benefit from context and continuity is optimal for scrollable courses.

Interactive longread example

A company creates a scrollable course explaining its information security policy, combining short text sections with diagrams, examples, and embedded questions that prompt learners to reflect on actual workplace situations.

9. Discussion boards

This option works only if your organization’s environment allows you to create less focused (yet still effective) discussion boards for employees. Discussion boards (that can be as simple as a chat in Slack or Jira) are a great way to get the benefits of ILT activities (brainstorming sessions, case studies, and roundtables) in an online format. They add a social and reflective layer to asynchronous eLearning by allowing learners to share thoughts, ask questions, and respond to peers.

Instead of learning in isolation, participants engage in structured conversations around course topics.

Discussion board example

After completing a course module on feedback techniques, learners are asked to post an example of feedback they’ve recently given or received and reflect on what worked well. Participants then comment on each other’s posts, sharing suggestions and alternative approaches.

10. Gamified learning activities

Gamified learning activities use game mechanics — points, progress indicators, challenges, or achievements — to increase motivation and engagement in eLearning courses. The goal is not to turn online courses into games, but to make progress visible and rewarding.

This approach is particularly effective in longer courses or mandatory training, where maintaining learner motivation can be challenging. Gamification encourages consistent participation and helps learners develop essential skills while staying engaged through a sense of progress and accomplishment.

Gamified learning example

In a compliance training course, learners earn points for completing modules, unlocking short challenges, and maintaining progress streaks. A visible progress bar shows how far they’ve come, motivating them to complete the course without skipping sections.

The Top 10 Games for Training Sessions

As engaging as they are, the staff training ideas listed above are usually still perceived as somewhat formal training.

If you’re looking for something more creative and fun, you can’t go wrong with training games.

As mentioned, games can serve as ideal activities for increasing learner motivation and collaboration, as well as creating a more relaxed atmosphere during a training session.

An essential element of a training game is the concept of a reward:

• Scores
• Points
• Virtual trophies
• Even real prizes

With this mechanism, they reinforce learning behaviors that lead to better knowledge retention and overall training results.

Besides, games promote the use of newly acquired as well as existing skills in a safe environment, similar to real-life situations that employees might encounter on the job. A gamified approach to training makes employees more engaged, facilitates onboarding, and improves employee productivity.

According to data provided by Zippia, 90% of employees claim that gamification helps them be more productive at work, and 72% find gamification remarkably motivating, prompting them to perform more tasks and work harder.

Here are some fun training ideas for employees that you can use to complement your sessions.

1. Pirate Ship
2. Scavenger Hunt
3. Snowball Fight
4. Human Knot
5. Marshmallow Challenge
6. Start, Stop, Continue
7. Two Truths and a Lie
8. Blind Builder
9. Speed Feedback
10. Icebreaker Bingo

1. Pirate Ship

The pirate ship is a so-called “icebreaker” training game for small groups, although it can be an experiential learning activity as well. Icebreakers are activities that are typically used at the beginning of a session with straightforward goals in mind:

1. Establish contact.
2. Create an appropriate atmosphere.
3. Give team members time to get to know each other a bit better.

The pirate ship is one of the most popular icebreakers because it’s both fun and effective. In this exercise, participants are asked to imagine they’re the crew of a pirate ship:

1. Everyone is presented with an image of a ship with crew members aboard.
2. One by one, team members are asked to pick the member they would like to be.
3. Then, they describe their character and explain why they picked it.

During a corporate training session, this activity is a great way to help trainees reflect on their personality traits, their desired and actual roles in a team, and the ways they can contribute to the team. Plus, it only requires a single picture.

“Pirate Ship” example

The game leader shows an image of a pirate ship with distinct crew roles (Captain, Navigator, Doctor, Lookout, Gunner) and asks team members to pick one role and explain why.

Here’s what people can choose:

• Navigator: “I’m good at seeing risks early and keeping the team on course.”
• Captain: “I’m comfortable making decisions when information is incomplete.”
• Ship’s Doctor: “I usually notice when people or processes are breaking.”
• Lookout: “I like spotting trends and opportunities before others do.”
• Gunner: “Give me a clear target, and I’ll focus on it until it’s done.”

And here’s what the team members learn from each other’s choices:

1. How people see their role in a team
2. Where leadership, execution, and support naturally show up
3. Which roles are overrepresented or missing altogether

The pirate ship exercise is an ideal “primer” for any team-building exercises that will help participants relax, learn more about their colleagues, and gain some understanding of how they can work best as a team.

An added plus is that this activity works well in an online environment — it can be played in a chat as an online training session, for example.

2. Scavenger Hunt

This is one of the most popular team games ever for effective communication, so chances are you’re already familiar with it. In a nutshell, it’s an activity that involves retrieving several hidden items using the clues provided by game organizers — by the instructor or facilitator in the case of corporate training.

The beauty of this game is that you can pick practically any topic you like, from a treasure hunt to a zombie apocalypse, to guide team dynamics. Some of the fun training program topics for employees might include:

1. Survivor challenges
2. Various heists
3. Espionage games
4. And more

In a corporate setting, this beloved children’s game becomes a powerful tool for team-building as well as for developing collaboration and problem-solving skills.

With just a handful of training materials, some planning, and imagination, you can design a fun, engaging activity to help the group members bond and encourage them to work as a team.

“Scavenger Hunt” example

When discussing sustainable practices, give the participants clues with riddles describing the most sustainable items in an office.

As the team solves the riddles, the employees will not only practice working together and using pooled thinking skills to solve problems, but will also learn more about sustainability.

3. Snowball Fight

This game is a classic snowball game — with a twist. Besides being fun and engaging, it’s also a multi-purpose activity that can be adapted to serve as either an icebreaker or a review game that you can use to wrap up a session.

1. First, give each participant a piece of paper.
2. Then, you can present your group with a question and ask everyone to write the answer on their piece of paper.
3. Next, prompt them to crumble the paper up to make “snowballs” and play a “snowball fight” with them.
4. When the time’s up, the participants will pick a random ball and read the answer out loud.

Essentially, this is a question-and-answer activity that you can use to either learn more about the group or reflect on the information from the training materials presented at the session.

With the gamification element, this activity becomes much more engaging, helping the participants unwind while developing their emotional intelligence.

“Snowball Fight” example

Participants write short answers to a prompt (“One thing I’ll apply next week” or “One concept that surprised me”), crumple the paper into “snowballs,” and toss them around the room. After a short break, everyone picks one snowball and reads the answer out loud.

What may come up as key points during the game:

• “I realized I interrupt too early in client calls.”
• “The feedback model was simpler than I expected.”
• “We don’t document decisions well enough.”

And what the team gains:

• A physical reset after a long session
• An understanding of each other’s communication skills and preferences
• Honest, low-pressure reflection
• Shared takeaways without putting anyone on the spot

After all the participants have read the answers that they (or their colleagues) had written, you can extend the game by including a brief discussion and summarizing the topic. It’s not quite practice-oriented, but it’s a great soft skills improvement opportunity.

4. Human Knot

Another popular exercise that is frequently used in all kinds of training is a game called “Human Knot.”

The rules are as simple as it gets:

1. Ask the participants to stand in a circle, facing each other.
2. As they reach out and connect both hands with random people who are not standing directly next to them, they form a “human knot.”
3. The task is to untangle the knot without unclasping hands.

The rules of the game can be adjusted depending on your goal — you can organize a competition between small groups if the overall number of participants is large and participants mostly need project management skills, set up a timer to spice things up, or introduce penalties for breaking the circle.

In any case, this exercise will serve you well if you need to work on problem-solving, collaboration, and self-organization skills.

“Human Knot” example

In the middle of a long instructor-led training session, when the group members are beginning to feel tired, the human knot exercise can be offered as a fun way to relax while still gaining useful learning experience.

This is especially relevant if the team members are having trouble organizing teamwork or need to understand the benefits of top-down management versus chaotic processes.

The downside is that this activity is only suitable for an offline environment.

5. Marshmallow Challenge

If you’re looking for team training ideas that put collaboration skills front and center, you can’t go wrong with the marshmallow challenge. This activity was developed by Peter Skillman, an international expert and leader of several world-class user experience design teams.

On the surface, the task is simple:

1. Teams of 3-5 people are given some spaghetti, tape, a string, and one marshmallow.
2. Each team is presented with the task of building a free-standing structure with the marshmallow on top.
3. The team that builds the tallest structure wins the competition!

The task requires some specific problem-solving practical skills that adult learners — even business school graduates — don’t necessarily possess and that they can develop, thanks to this exercise.

“Marshmallow Challenge” example

The game is particularly popular in design schools, although if encouraging participation is not too straightforward (to avoid being perceived as a distraction from work), it can easily be applied in employee training.

In a corporate setting, you can use the marshmallow challenge as a fun activity during a team-building event or a training session. Personal responsibility is one of the most important lessons this activity can deliver.

6. Start, Stop, Continue

This training activity is typically used as a closing exercise to wrap up the session of group discussions. Although not exactly a game because it’s more about reflection and assessment than physical action and interaction, it’s still a very effective method to employ in corporate training.

To play the game, the steps are as follows:

1. Draw a three-column table on a board.
2. Name the columns “start,” “stop,” and “continue” (from left to right).
3. Ask each trainee to come up with some tasks they execute and/or practices they currently use at work.
4. Equipped with the knowledge gained during training, they should then divide the tasks/practices into columns and explain how they accomplished them.

This exercise is a great way to promote analytical skills, problem-solving skills, reflection, and self-assessment.

As a result, trainees will gain a clearer understanding of their goals at work and devise better strategies to reach them.

“Start, Stop, Continue” example

The moderator draws three columns — Start, Stop, and Continue — and asks team members to list current work habits or practices and place them into one of the columns based on what they’ve learned.

What employees can write (examples):

• Start: “Documenting decisions after meetings”
• Stop: “Escalating issues without proposing solutions”
• Continue: “Weekly check-ins with stakeholders”

Although the exercise is successfully used in a variety of settings, it can be particularly beneficial for startups and businesses that are experiencing difficulties building effective workflows.

As employees reflect on the current work processes and their role in the overall workflow, they can come up with ideas for building a clearer route to reaching business goals. An added plus is that the game doesn’t require physical training materials and can be easily used as a great role-playing option.

7. Two Truths and a Lie

This is a classic icebreaker game used to invite participants to learn more about each other in a relaxed, low-pressure way. Although simple on the surface, it encourages attentive listening and critical thinking.

How it works:

1. Each participant comes up with three statements about themselves.
2. Two statements are true, and one is false.
3. The rest of the group guesses which statement is the lie.

The game works best at the beginning of a session, especially when participants don’t know each other well or come from different teams.

What the team gains:

• Faster rapport and trust-building
• Increased engagement early in the session
• Better listening and observation skills

Two Truths and a Lie example

At the start of a cross-functional training session, each participant shares three short statements related to their professional background or interests. As colleagues guess the lie, the group naturally learns more about each other, lowering barriers and setting a collaborative tone for the rest of the training. The team dynamics in this activity can be surprisingly energizing.

8. Blind Builder

The blind builder is an effective communication-focused training game that highlights how easily misunderstandings arise when people rely on assumptions rather than clarity.

In this activity, one participant sees a reference object or image, while others must recreate it using only verbal instructions.

The process goes as follows:

1. One participant is given an image, structure, or simple model.
2. The rest of the group cannot see the reference.
3. The “builder” gives instructions verbally while the others attempt to recreate it.
4. No gestures, pointing, or clarifying visuals are allowed.

The team gains awareness of communication gaps, appreciation of different thinking styles, and most importantly, insight into how instructions are interpreted, not just delivered.

Blind Builder example

In a leadership training session, managers are asked to describe a simple diagram to their team without showing it.

When the final results are compared, differences between the original and recreated versions often spark discussion about clarity, assumptions, and why alignment cannot be taken for granted in everyday work.

9. Speed Feedback

Speed feedback is a structured, high-energy reflection game inspired by the format of speed dating. It allows participants to exchange short bursts of feedback, ideas, or reflections in a controlled and time-boxed manner.

This activity works well as a mid-session energizer or as a wrap-up exercise.

Here’s how it works:

1. Participants are paired up for short, timed conversations.
2. Each round focuses on a single question.
3. After a set time (e.g., 2–3 minutes), pairs rotate and repeat with a new partner.
4. Prompts can focus on employee feedback skills, insights from the session, or ideas for improvement.

As a result, the team gains:

• Exposure to multiple perspectives in a brief period of time
• Practice giving and receiving concise feedback
• Higher energy and engagement late in the session

Speed Feedback example

At the end of a training day, participants rotate through three short conversations answering the question, “What’s one thing from today I should try using next week?” By the end, each person leaves with several practical ideas and a sense of shared momentum.

10. Icebreaker Bingo

Icebreaker Bingo is a light, interactive game designed to encourage movement, conversation, and informal connections between participants. It’s especially effective for larger groups or sessions with mixed teams.

The game combines familiar bingo mechanics with prompts tailored to the group or training context.

How it works:

• Each participant receives a bingo card with prompts in each square.
• Each section describes experiences, traits, or situations (e.g., “Has worked here for more than five years”).
• Participants mingle and find colleagues who match each prompt.
• The first person to complete a line calls out “Bingo” and wins a small reward.

Increased interaction across teams or roles and stronger social connections early in the session can be expected as practical results.

Icebreaker Bingo example

Before a daylong onboarding session, new hires receive bingo cards with prompts like “Has worked remotely,” “Has changed careers,” or “Prefers coffee over tea.” As participants fill in their cards, they naturally strike up conversations, making the group feel more connected before formal training begins.

Final Thoughts and Key Takeaways

Are these training activities for employees as easy to organize as a lecture? No, it’s a bit more complicated. However, spending the time, effort, and money to develop engaging activities is bound to yield fruitful returns on your investment.

By combining a more traditional approach to training with more creative training ideas and offering an enhanced learning experience, businesses can achieve impressive results and improve not only productivity and problem-solving skills in real-world situations, but also employee morale.

If it’s not always possible to conduct instructor-led activities or face-to-face training, why not opt for eLearning? Test-drive iSpring Suite during a free 14-day trial to create slide courses, record training videos, or build dynamic role-plays that your employees will love to engage in! It’s designed with all key points from this article built in, so you can deliver effective training right in iSpring Suite.