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Key takeaways:

• Learning liaisons improve communication between staff and training providers.
• They build a feedback loop that makes learning more relevant and timely.
• Liaison roles promote peer-led training and stronger workplace engagement.
• They help align training outcomes with real business needs.
• Organisations with learning liaisons report smoother implementation of training programs.

Introduction

Training doesn’t always stick. Courses are offered, emails are sent, and logins are issued—but participation stays low and impact is unclear. That’s where learning liaisons come in.

These are internal team members who act as bridges between training providers, management, and staff. They help identify learning needs, encourage participation, and provide feedback on what’s working—and what isn’t.

Let’s explore why learning liaisons make such a difference and how appointing them can strengthen your internal training efforts.

What Is a Learning Liaison?

A learning liaison is a team member—often not from HR or L&D—who volunteers or is appointed to represent their department in all things learning.

They aren’t trainers or course creators. Instead, they:

• Share learning opportunities with their team
• Collect feedback about training needs
• Relay insights back to L&D or management
• Encourage engagement and model participation

Think of them as learning ambassadors within your workplace.

Why Internal Communication Gaps Hurt Training

Without a liaison, communication between staff and the training team tends to be one-way. Messages are sent out, but engagement is often passive.

Here’s what typically happens:

• Staff don’t see how training relates to their daily work.
• Managers aren’t always across what’s being offered.
• The learning team doesn’t get real feedback until it’s too late.

Learning liaisons change that. They create two-way conversations and help training align with real needs.

How Learning Liaisons Bridge the Gap

Here’s what makes liaisons effective:

1. They Speak the Language of Their Team

People are more likely to trust and listen to peers than to official comms from HR.

Liaisons:

• Translate learning goals into team-specific benefits
• Provide context that makes training relevant
• Spot resistance early and address it informally

2. They Encourage Learning by Example

If your peer is enthusiastic about a course, you’re more likely to enrol. Liaisons lead by doing.

They:

• Complete courses first and share their experience
• Show how they’ve applied new skills
• Motivate others with real outcomes

3. They Surface Real Learning Needs

Liaisons hear things managers and trainers might not.

They:

• Capture informal feedback
• Identify where knowledge gaps exist
• Share trends and suggestions with the L&D team

This means you spend less time guessing—and more time delivering what people actually need.

4. They Help Track and Troubleshoot Engagement

Training isn’t one-size-fits-all. Liaisons help identify what’s blocking engagement.

They might report:

• Confusing course layouts
• Timing clashes with peak workloads
• Low digital confidence among team members

With that insight, you can adjust programs before they stall.

Benefits to Your Organisation

Implementing a learning liaison program offers broad advantages:

Benefit	How It Helps
Higher Training Completion Rates	Liaisons keep training visible and accessible
More Relevant Learning	Real-time feedback improves course alignment
Stronger Learning Culture	Peer-led learning builds trust and motivation
Less Admin Pressure on HR	Communication and follow-ups are shared across the business
Better ROI on Training Spend	Courses are used more effectively, not wasted

Who Makes a Good Learning Liaison?

You don’t need a formal background in training. The best learning liaisons are:

• Respected by their peers
• Good communicators
• Curious and proactive
• Comfortable giving and receiving feedback

They’re people who naturally share resources or offer to help. You’ll know them when you see them.

How to Appoint and Support Learning Liaisons

Ready to get started? Here’s how to build a successful program.

1. Ask for Volunteers

Invite expressions of interest. Explain:

• What the role involves (no extra workload)
• How it benefits the team
• That it’s a temporary or rotating role if needed

People who step forward are more likely to commit.

2. Provide a Simple Toolkit

Equip liaisons with:

• A short guide on the role
• Key contacts in the learning team
• A calendar of upcoming training
• Templates for feedback and check-ins

Make the process light and useful.

3. Celebrate Their Work

Acknowledge contributions:

• Thank them in meetings
• Share success stories across teams
• Offer recognition or small perks (extra leave, LinkedIn badge, etc.)

Recognition reinforces their influence and inspires others.

4. Use Their Insights

Don’t just collect feedback—act on it.

Report back to liaisons:

• What changed as a result
• What’s still in progress
• Where their input made a difference

It shows respect and deepens their engagement.

Real-World Example: Liaison Success in Action

A logistics company in Victoria rolled out compliance training using an online platform. Uptake was low in their warehouse team, and management had no idea why.

They appointed two learning liaisons from the floor—both shift supervisors.

Within a month:

• Training completion rose from 28% to 85%
• Feedback led to shorter, mobile-friendly modules
• A new shift-based training calendar reduced scheduling clashes

Without a huge budget, they got better outcomes—because they listened to the people on the ground.

Conclusion

If you’re investing in training, you need people who’ll keep it alive at the ground level. Learning liaisons do just that. They turn passive training into active learning. They bring insights to the surface. And they help your teams build skills that matter—faster and with fewer barriers.

Want to create a learning culture that sticks? Enrol in an online course with National Training and find out how internal champions can transform your workplace.

FAQs

1. Do learning liaisons need formal training?

No, formal training isn’t required to become a learning liaison. What matters more is their familiarity with their team, communication skills, and willingness to engage with others. A simple orientation or quick-start guide from HR or the learning team is usually enough to get them going. As natural communicators, most liaisons are already sharing updates and offering informal support within their teams, making them well-suited to the role without needing an official certification or background in learning and development.

2. Is this only useful in large organisations?

Not at all—learning liaisons are equally valuable in small or medium-sized businesses. In fact, in smaller teams where HR resources are limited or non-existent, appointing a liaison can create a direct channel between leadership and frontline staff. This helps identify training gaps early, tailor programs more effectively, and foster stronger engagement. Even a single liaison in a small team can ensure that training efforts feel relevant and are actually used, making the business more responsive and adaptable.

3. How much time does the role take?

The time commitment is minimal, typically around 1 to 2 hours per month, depending on how actively your organisation rolls out training. Most of the liaison’s tasks are informal, such as sharing training updates during team meetings, passing on questions or concerns to HR, and encouraging team members to take part. Because it fits easily into regular workflows, the role doesn’t require large time sacrifices or special meetings, and can be scaled up or down based on what’s needed.

4. Should liaisons be rotated?

Rotating learning liaisons can be helpful to share the load, bring in fresh perspectives, and allow more staff to take on a development-focused role. You might rotate every quarter or after a major training rollout. However, some liaisons enjoy the role and are highly effective, so it’s also fine to keep them in place longer if they’re motivated and still engaged. The key is to make the role voluntary and recognise contributions so it remains a rewarding experience, not an extra burden.

5. Can liaisons help identify training gaps?

Absolutely—learning liaisons are often the first to notice when skills are missing, content isn’t landing, or a training solution doesn’t suit the team’s workflow. Since they work alongside their peers, they have real-time insight into how learning translates to day-to-day tasks. They can raise issues quickly and offer feedback that helps the training team refine materials or adjust strategies before issues escalate, making the organisation more responsive and better aligned with actual learning needs.