Learning experts have known for a long time that people learn more when the learning is reinforced with spaced repetition or “interleaving.” But most employee training – whether it is instructor-led, self-paced, in person or online – ends when the module is over. How can trainees remember more of what they learn in training? How can trainers help employees apply their learning to their jobs? How can we make the training stick?

Three time periods are critical to helping trainees retain and apply what they learn: before, during and after training.

Before training, communicate the purpose of the training and how participants will be able to apply it to help them do better work. Build positive expectations, and communicate how the training links to the goals and objectives of the organization or unit.

The methods used during training are also important. More than delivering information, good training involves participants by relating the content to real-life job applications and requires them to participate through reflection, discussions and practice. Soft skills training on such topics as leadership, customer relations and conflict management presents special challenges, since these skills involve deep-seated habits that are difficult to change. It can be helpful to provide examples of the wrong way to perform a task as well as the correct way.

After training, reinforce learning content with short, one- or two-question quizzes or “Did you know?” information bursts. Remind learners why the training is important, how using their new skills will help them do their jobs better, and how it supports the goals of the organization or department. Ask them to think about opportunities to use their new skills.

Of course, job descriptions for most workplace learning professionals focus on designing, developing and delivering training, not “before” and “after” messaging. Technology may be the solution. The past two years have seen the introduction of new technologies that focus on learning reinforcement and application. More than learning management systems, these technologies not only deliver messages and quick quizzes to participants; they also capture critical data about what employees have learned and what they are applying. These technologies range from simple learning reinforcement tools to engaging leader boards and coaching and social media tools.

Should you use training transfer technology to help make training stick? Here are some important considerations:

• Are all of the training materials up to date and in good condition? Revise out-of-date workbooks or scanty instructor materials to make them laser-focused on the most important learning content before you develop reinforcement and application materials.
• Are the objectives clear and “sticky”? Avoid objectives that begin with “understand” and “know.” Strive for objectives that describe desired on-the-job behaviors.
• Who will work with the new technology to develop quizzes and other reinforcement and application tools? As with any new technology, there will be a learning curve. The instructional designer will be the most obvious person for this role, but an instructor could also do it.
• How many students will take the course? Developing training transfer technology for each course will take some time, regardless of the user-friendliness of the software. Will the time be worth it, considering the number of learners who will participate?
• What is the culture of the organization? Is it formal or informal? Are employees social media users? Consider your culture when choosing the technology platform. Some of them focus on text-based messaging and quizzes augmented with graphics and video clips. Other technologies have robust social media tools.
• How will you hold participants accountable for completing the pre- and post-training activities? How will managers be involved, and how can you hold them accountable for monitoring participant progress and participating in other ways? Could credit for the class be withheld until the follow-up is completed?
• Who will monitor quiz results and other metrics? Training transfer technologies provide metrics that will only provide value if someone reviews them.

A Chinese proverb says, “The journey of a thousand miles begins with a single step.” Whether you jump in with both feet or try just one or two of these ideas, your journey to make training stick in your organization has begun. Bon voyage!