Updated: Oct 27, 2020
It's been said that 80% of training taught in the workplace is forgotten the next day. So how do you beat the statistics and ensure your learning strategies reinforce learning, improve retention and increase learning transfer back on the job?
Employees are more effective when they take new skills in context and apply what they've learned in their work activities. Your goal, then, is to design training strategies that produce effective memory plus positive skill transfer.
Foster ideal learning conditions
Transfer and retention are most likely to occur when these four learning conditions are present: association, similarity, context and critical element.
Association: When learners can associate new information with something they already know, they are more likely to remember the new information and apply it to their job. For example, if the learner is being trained on a new software system, it helps to compare and contrast it to the older system that the learner probably knows a lot about.
Similarity: If learners can fit new information into an existing logical framework or pattern they already have, there's a much better likelihood that they will retain it. So, if they're learning a new process, be sure they understand how that process fits into their daily routine.
Context: Learning transfer and retention is more likely when learners have a solid understanding of foundational concepts. It's important to have some groundwork or context for the new information. For example, offering a prerequisite course to learn basic concepts before learners going on to more difficult concepts.
Critical element: Of course, if the learner sees how the new information is beneficial to him or critical to his job, this can improve learning transfer and retention. As an example, an employee taking a safety training course needs to be reminded how the knowledge will keep her and/or her colleagues safe. Another example would be training which lets a salesperson know how it will help him get new customers or increase his sales.
Analyze current learning environment
When designing your training strategy, it's important to analyze the current learning environment and involve stakeholders in the training program. Focus on helping learners achieve retention and transfer as you:
Collaborate with Subject Matter Experts (SMEs). They should have a good idea of what the learner already knows, so they can help the training team identify that. Learners' knowledge might be from previous training they attended, on-the-job experiences or prerequisite skills the employees should have to perform their responsibilities.
Look at the current training curriculum and job descriptions to find out what the learners may already know.
Survey the target audience about their current skills and experiences.
Once you know everything to be covered in the new training, work with SMEs to help the training team figure out the most important concepts that learners will need to know. This can be done by assessing key tasks and ranking them from most to least important.
SMEs can also help identify any roadblocks or building blocks that affect the learners' ability to retain the new information. For example, they can help determine if learners have a negative perception of the new information based on bad past experiences with similar topics. And, if this is true, maybe they can help answer how those perceptions can be turned around.
Incorporate best practices
For best results in helping employees apply their learning on the job, try incorporating some of these ideas to make the training more effective.
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Good design is all about employees being able to transfer what is learned in one context to an entirely new one. Grab this free PDF to help keep you focused on achieving learning retention and transfer in your next training program!