One of the most substantial objections against the value provided by training is that their impact doesn’t last long enough and that employees often go back to older ways of doing things much sooner. This does hold true for motivation as its effects start to fade away.

Training relapses are experienced both in behavioural and technical training. For instance, in an anger management training session, trainees may have exhibited good behaviour during the program. But then when the same trainees face real-life situations such as dealing with subordinates who aren’t performing, they might quickly get back to their old behavioural pattern. It is vital to prevent such relapses as they dilute the effect of the training program.

Therefore, the model of relapse prevention is a vital part of training programs. This particular model emphasises the need for self-control and prevents relapse by educating the trainees about circumstances that may cause them to switch to their existing behaviours.

These situations are discussed at length during the training as a part of the relapse prevention. Although it isn’t possible for the trainer to list all the situations that may arise and cause the trainees to bounce back to their existing behaviour, acting at the spur of the moment and losing self-control is an important part of this session.