We all know learning doesn’t stick without follow up. But how much follow up is enough? And when should it happen? Read on to see some practical rules of thumb for trainers as they design their reinforcement programs.
Look for ways to give trainees choices. Reason: Studies show that performance improves when people have choices, even small ones. Read on to learn the science behind this discovery, and how you can use these findings to improve knowledge retention.
Trainers can break down all the behaviors successful people do into individual skills. By mastering small obstacles, eventually they’re mastering a larger skill or task. Read on to learn more about how this works.
That managers are ONLY people who can ensure that training transfer sticks. Follow up is THE factor that determines training transfer. The biggest challenge organizations face is getting managers to do it.
Dozens of studies in the past 40 years have tried to figure out how to improve training transfer. The truth is its up to managers to make sure employee training sticks. Keep reading to learn what factors impact training transfer, and how managers can help.
Training expert Donald Kirkpatrick once said that the failure of employees to retain what they’ve learned is the result of managers not doing enough to follow-up. Read on to learn more, and how he suggests managers promote knowledge retention.