Employee Training: 4 Ways to Increase Learning Retention

Ask yourself some questions about WHO you are trying to reach.

• What is the average reading level of your employees?
• What is their primary language?
• Where do you need them to learn this information?

A self-guided computer-based training with 20 slides to read and follow will pose a challenge to anyone who isn’t a strong reader or isn’t comfortable working on a computer. Face-to-face training meetings or audio recordings are a better way to increase engagement for these workers.

Deliver information in a way that’s relevant to them.

Make the most important information available in different ways.

Use a computer-based training for general knowledge about lockout tagout safety procedures, for example, and then follow up with an on-site instructor to physically show the lockout tagout procedures firsthand.

This strategy gives employees both foundational concepts and hands-on practice and has the added bonus of reinforcing the skills by adding repetition.

Training that builds on what your employees already know (or don’t know) helps them engage with the content.

Beyond the required annual training courses, a 20-year company veteran probably doesn’t need to hear the same thing year after year. Some training scenarios allow users to make educated guesses about the correct answer and then customizes the information that follows. A format like this can create a dynamic learning environment that tailors itself for both seasoned and entry-level employees.

Content stays with people longer when learning is a game. But this popular tactic only works if the ‘game’ reflects the interest and skills of your team. (Remember point 1 above about knowing your employees?)

A leaderboard or ranking system might incentivize a sales group. But a research or compliance team might be more engaged by challenges requiring thorough attention to detail, like a scavenger hunt.