There are no shortcuts when it comes to retaining learning and applying it in the workplace. The training itself, whether it’s a one day course or a week long series, is just the beginning – retention and maintenance are the most important steps.
While in training, select and take note of particular practises to apply on the job. Set weekly reminders to put these tools into action and notice the results that ensue. Keep practising the new learnings until these practises become second nature.
Also, follow up with team members that have attended the training. Ask what they enjoyed and what they’ve applied in their roles – what has been the result? Reflecting on new information is a methodology that helps employees overcome the forgetting curve and deepens their learning. Reflection also develops the meta-cognitive ability.
As a leader, reinforce training principles in one-on-one or department meetings. Promote and support the time and resources needed to practise what was learned. Encourage employees to pause, reflect on and apply these new tools.
Although ironic, it’s understandable why many businesses crave a speedy training solution with long-lasting results. Employees are crunched for time, they have demanding workloads, and organizations can’t afford to send all stakeholders on long training journeys. But, the reality is that learning takes time and practice.
Patti Shank, author at eLearning Industry, said it best in her article Does Time Matter for Learning? It Does: “…achieving the right outcomes while not wasting valuable resources is critical. [But] efficiency without effectiveness simply gets us to the wrong place faster.”
The effectiveness and efficiency of training ultimately depends on what is being done to retain the learning. Retention and maintenance are ongoing practises that require patience and dedication. The benefits not only have a long lasting result, there is also the personal satisfaction of accomplishment.
