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Would you be surprised that 60% of CEOs say comprehensive upskilling training programs are the key to growing company culture? Consistent learning at work prioritizes confidence building within the organization. It also improves productivity, loyalty, and retention in a company.
As a company or an organization, the primary objective behind implementing tailored training for the employees is to keep them updated about the latest trends and technologies and prepare them for future organizational changes.
But your employees’ brains are already processing a lot of personal and professional information. Higher learning retention at work relies on several factors, of which having a learning retention strategy is a must as it ensures that your employees hold onto knowledge longer.
If you are a Learning & Development (L&D) head or HR manager looking for an effective learning retention strategy for your employees, then this blog is for you.
Read to know how!
Prioritize Spaced Learning
Do you remember how you memorized your lessons when you were a child? You learned a bit of “A” yesterday. Instead of learning “B” today, you most likely revised “A” before starting with “B.”
Spaced learning concept works in a professional setting too. It relies on the base that learning retention is enhanced when our brain retells the same subject.
Integrating this into corporate training modules isn’t that difficult. In fact, as an L&D head or HR manager, you must ensure that your employee training program follows a technique called ‘spaced retention’ that enables them to learn in intervals and revisit parts of the older modules in the next days or weeks. This is a form of sensitization of the brain’s memory retention, allowing employees to retain their training programs for the long term.
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Prioritize Active Involvement
Learning new things is fun when there’s active involvement. Your employees will more likely retain information about something if they partake in an activity-oriented learning program.
For instance, an IT company offering cloud training to its employees can ensure that the training curriculum comprises hands-on lab sessions, capstone projects, and exposure to real-world case studies through simulated projects.
Practical experience not only increases learning retention but also gives your team the confidence and expertise they need to succeed in a real-life project
Focus on Bite-Sized Learning
Bite-sized learning is a type of microlearning. This can include a “self-paced” training program or shorter modules in each training program instead of hour-long sessions.
You want them to be intrigued about learning new concepts instead of doing it out of obligation. And the best way to tickle their senses is to break down a training module into smaller sessions with targeted goals. Curate the modules to allow the employees to learn a new skill and then try a practical implementation.
Visuals! Visuals! Visuals!
We live in a world of technology, social media, and videos. Instead of blocks of text on a word document or a PowerPoint presentation, visual presentation enhances employee learning retention.
Since videos are live in motion, it allows employees to perceive the information better, process them and store them in the memory for a longer period.
Video training also reduces the learning time with engaging knowledge transfer and interactive learning in this digital age.
Implement Gamification in Learning
The concept of gamification is becoming quintessential in the training world. It’s fun and engaging and makes learning a lot more intriguing.
Instead of following the traditional learning route, gamification makes the upskilling process much more enjoyable for the employees, enhancing their learning retention by 40%.
Furthermore, a well-gamified training module can make employees feel accomplished and satisfied with their learning. Instead of feeling drained and overwhelmed, they will more likely feel better about honing and improving their existing skillset.
As training moderators and L&D executives, creating interactive and fun learning programs that stick with the employees for a longer period can be challenging. Instead of expecting your employees to simply chug down what’s delivered to them during their training, inspire and motivate them. Allow your employees to set personal learning goals and curate training modules to match them.
We hope these above tips give you a clear idea of how to boost your employees’ learning retention and elevate your organization’s growth in the process.
If you need further help with your employee upskilling, then do reach out to CloudThat’s expert team to help customize an engaging and goal-oriented learning program that enhances your employee’s cloud skills and knowledge for the long run.
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WRITTEN BY CloudThat