{"id":18868,"date":"2023-01-09T13:56:40","date_gmt":"2023-01-09T11:56:40","guid":{"rendered":"https:\/\/www.talentlms.com\/blog\/?p=18868"},"modified":"2023-03-28T16:16:21","modified_gmt":"2023-03-28T13:16:21","slug":"improving-learning-transfer","status":"publish","type":"post","link":"https:\/\/www.talentlms.com\/blog\/improving-learning-transfer\/","title":{"rendered":"From theory to practice: How to improve learning transfer in the workplace"},"content":{"rendered":"

Say your team has just completed a course on building customer relationships. The hope is to raise customer satisfaction scores and boost repeat sales.<\/p>\n

But back on the job, the fast pace of work and management\u2019s priorities elsewhere leave little time or support for experimenting with new skills. The recent course graduates quickly fall back into the old way of doing things. The training is never mentioned again, and your numbers stay exactly the same.<\/p>\n

The disheartening post-training story is all too common in many companies,<\/strong> but it doesn\u2019t have to be. If you want your training strategy to serve company objectives, you need to support learning transfer.<\/p>\n

Let\u2019s take a look at what learning transfer is, why it matters, and how you can ensure training turns into action and results in your company.<\/p>\n

What is learning transfer?<\/h2>\n

Learning transfer is when people apply newly learned skills, processes, or knowledge to a new situation.<\/p>\n

At work, that means employees know how to use what they learn in corporate training\u2014and use it to achieve company objectives.<\/strong><\/p>\n

Why learning transfer matters<\/h2>\n

You need people to turn learning into action because you want your company training investments to pay off.<\/p>\n

Every good training strategy has clear objectives. For instance, as in the introduction, you want to improve customer retention and increase repeat purchases. That means boosting customer satisfaction numbers. So you send your customer service team and sales reps through relationship building and other soft skills training<\/a><\/strong>.<\/p>\n

Choosing the right training is only the first step on the path to success though. Even the best content is a poor investment if employees don\u2019t make changes to the way they\u2019re handling customer interactions.<\/p>\n

If you want training to have an impact, you need to make learning transfer a part of your strategy. You need to support employees not only in their learning but in their ability and motivation to use<\/em> what they\u2019ve learned.<\/p>\n

\"From<\/p>\n

How to boost learning transfer<\/h2>\n

Make transfer part of your employee development from the start. Use training best practices to make the content memorable and build real skills.<\/strong> Then consider the potential problems employees will face implementing them back on the job and establish plans for overcoming them.<\/p>\n

Here are some helpful tips for turning learning into practice before, during, and after training.<\/p>\n

Before training<\/h3>\n

Start by making sure the content is relevant and memorable and remove any obstacles employees will face back on the job.<\/p>\n