Why Training Strategies Fail and How To Fix Them
In today’s fast-changing business world, effective employee learning is more important than ever. However, many training fail, causing employees to forget key information quickly.
The Problem: People forget new information quickly—this is what Hermann Ebbinghaus’s Forgetting Curve (1885) reveals. Without reinforcement, knowledge fades, making strategic training essential for long-term retention.
The Solution: To ensure employees retain and apply what they learn, organizations must use proven methods that boost engagement and memory.
Feb 8, 2025
Authors
InsightsPad Team
5 Research-Backed Strategies to Make Training More Effective
1. Reinforce Learning Over Time with the Spacing Effect
Why it works: Learning is better retained when spaced over time.
Break It Up
Swap long, one-time workshops for shorter sessions spaced over weeks. This makes learning easier to absorb and remember.
Keep It Fresh
Reinforce key takeaways with quizzes, discussions, and bite-sized reviews.
Make It Practical
Give real-world tasks between sessions so employees can apply what they’ve learned right away.
Example: Rather than an exhausting 8-hour leadership seminar, split it into two 4-hour sessions, if possible. Add hands-on exercises in between to deepen understanding and retention.
2. Make Learning Stick with Microlearning
Why it works: Short, focused lessons keep employees engaged and improve knowledge retention.
Keep It Short
Break training into 5- to 10-minute modules to maintain focus and improve retention.
Make It Engaging
Use videos, infographics, and interactive content to match different learning styles.
Give On-Demand Access
Let employees learn anytime, anywhere, reinforcing skills when they need them most.
Example: Instead of a long customer service seminar, offer quick, skill-focused videos. Employees can watch, practice, and apply one technique at a time—making learning more practical and effective.
3. Strengthen Learning Through Social Interaction
Why it works: People retain information better through discussions, collaboration, and mentorship.
Spark Conversations
Organize group discussions and workshops where employees share insights and real-world experiences.
Pair Up for Growth
Launch mentorship programs that connect new hires with experienced employees for hands-on guidance.
Learn as a Team
Assign team-based projects that encourage employees to apply new skills together.
Example: Instead of relying solely on individual learning, introduce a mentorship program where new hires regularly meet with senior employees to discuss key lessons and put them into action.
4. Make Learning Hands-On with Active Participation
Why it works: Employees remember more when they actively engage in problem-solving and real-world scenarios.
Analyze Real Cases
Present case studies that challenge employees to think critically and discuss possible solutions.
Practice Through Simulations
Use role-playing exercises that mirror job-related challenges, allowing employees to gain hands-on experience in a safe environment.
Engage in Interactive Workshops
Move away from lectures and design workshops where employees actively participate rather than passively absorb information.
Example: Instead of a standard compliance lecture, present workplace scenarios where employees must identify and resolve compliance risks, making the learning experience more interactive and impactful.
5. Keep Learning Relevant with Continuous Evaluation
Why it works: Training must evolve based on real feedback and results.
Gather Feedback
Ask participants what worked, what didn’t, and how the program can improve.
Track Performance
Measure key metrics to see if employees are applying what they learned on the job.
Refine and Improve
Use insights to tweak program materials, delivery methods, and overall approach.
Example: After a technical skills workshop, collect employee feedback and track their job performance to ensure the learnings truly strengthens their skills.
Final Thoughts: Making Training Strategies Stick
Without reinforcement, employees forget most of what they learn within days (Ebbinghaus, 1885). To prevent this, organizations must design training programs that focus on long-term retention and application.
One powerful technique is the spacing effect. Instead of cramming everything into a single session, breaking lessons into multiple sessions helps employees absorb and retain knowledge more effectively. Spaced learning allows time for deeper understanding and better recall.
Another key strategy is active learning. Role-playing, problem-solving exercises, and hands-on applications make training more engaging and practical. Instead of passive lectures, interactive sessions encourage participation, critical thinking, and real-world application.
Most importantly, learning should be an ongoing process, not a one-time event. When companies use science-backed methods, employees don’t just remember what they learn—they apply it confidently in their roles, driving business success.
Why the Spacing Effect Works for L&D
Organizations that use the Spacing Effect in their learning programs see real, lasting results. When learning is spread out over time, employees retain more, apply knowledge better, and stay engaged.
Stronger Knowledge Retention – Employees remember and use what they learn long after session ends.
Better Performance – Learning session leads to noticeable improvements in efficiency, decision-making, and overall results.
Higher Engagement – Employees feel more supported, motivated, and confident in their professional growth.
Greater ROI on Training – Learning doesn’t stop when the session ends. Employees continue to build and apply skills over time.
The goal isn’t just to train—it’s to transform. Shifting from one-time sessions to continuous learning creates a workforce that is adaptable, skilled, and ready for the future.
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