You don\u2019t want your employees to forget all that exciting eLearning content you\u2019ve lovingly created a day after their training session. What knowledge retention strategies, solutions, and adult learning theories<\/strong><\/a> can you deploy to ensure high learning retention rates after training?<\/p>\n Here are some tips and knowledge retention techniques you can build into your eLearning program that will ensure your content is learner-centered<\/strong><\/a> and not just memorable, but unforgettable.<\/p>\n A major cause of poor knowledge retention after training is having too much information to absorb. Really effective eLearning should follow the dictum that \u201cless is more. \u201c<\/p>\n In this case, try having bite-sized learning objectives<\/strong> \u2013 ones that are highly focused on a clearly defined outcome. It\u2019s been demonstrated that learning broken down into smaller, more manageable chunks is far more likely to be retained and remembered for much longer.<\/p>\n The same goes for the length of your eLearning sessions. People can only concentrate for relatively short spans of time, after which their capacity to recall novel information wanes dramatically. Short sessions run frequently are far better for training retention rates than having one gargantuan blowout eLearning module.<\/p>\n A great way to bump up your knowledge retention statistics is to exploit the fact that we remember things better when we have an emotional connection to the thing being learned. You can achieve that with storytelling.<\/p>\n How do you do that?<\/p>\n Creating a narrative, with situations and characters that your employees will relate to, helps to get across key learning objectives<\/strong><\/a> in an engaging, easy-to-absorb way. Don\u2019t get too carried away and create an over-complex story, however. It\u2019s easy to be swept along with a too-detailed narrative and forget what the learning objectives were supposed to be in the first place.<\/p>\n For instance, creating eLearning videos based on the craft of storytelling<\/strong><\/a> is an excellent way to engage learners and boost learning retention. Also, when offering video-based content, it\u2019s a great idea to use characters and stories to which learners can relate. For example, characters from popular TV shows can be used in your videos to help learners further connect and engage, leading to better knowledge retention.<\/p>\n Meet TalentLibrary™ One of the simplest learning retention techniques is to incorporate quizzes<\/strong><\/a> and assessments in your training content. It helps the learner track their own progress and lets them see what they have learned and retained. It also provides you with data about how effective your learning module is, and whether it needs improving.<\/p>\n However, a final test isn\u2019t enough:\u00a0To maximize information retention, you should again follow the “less is more<\/em>” maxim<\/strong> and test more often, after each unit or module. That way, you\u2019re testing for more tightly-defined learning objectives, and your trainees will find it easier to focus on and remember the specified material, rather than a whole bunch of things.<\/p>\n Many traditional models of learning often view the learner as a passive recipient of knowledge. This flies in the face of almost all knowledge retention strategies. Instead, consider designing content that transforms learners into active participants.<\/p>\n So, how do you go about this?<\/p>\n Research shows that active learning increases engagement and leads to much better retention of new knowledge. Use interactive activities, scenarios<\/strong><\/a>, and simulations to really bring your trainees into the learning environment. For even greater immersion, consider using virtual reality activities or virtual learning labs<\/strong><\/a>, which will allow your learners to be truly active participants.<\/p>\n Another simple way to boost learning retention is through good, old-fashioned repetition. Now, that might sound boring, but it\u2019s how you get your trainees to reiterate, which is s important. Repeating new knowledge or tasks is crucial in allowing the information to move into a learner\u2019s long-term memory.<\/p>\n This doesn\u2019t mean you write the same thing 20 times.<\/strong> In an eLearning context, repetition can be achieved through the use of techniques such as simulations and role-playing, as well as having regular refresher units.<\/p>\n Simulations<\/strong><\/a> are great for embedding previously taught skills and allow your trainees to get a real feel of how different skills can come together to address a situation. By meshing skills together in this way, knowledge retention is an attainable goal.<\/p>\n Reinforce learning with TalentLMS The more abstract a concept is, the harder it is to keep it in mind. That\u2019s because we find it harder to memorize things that seem to be unrelated or irrelevant to our environment or needs.<\/p>\n It\u2019s useful to create learning units that are directly applicable to your trainees\u2019 working lives. That way, they\u2019ll see how training will have an impact on what they do and learning retention is far more likely. You can boost this and create active participants by getting learners to discover the usefulness of the concepts they are studying for themselves.<\/p>\n Once again, simulations are a good way to show how your learning objectives apply to the real world and allow learners to see the rewards \u2013 or consequences \u2013 of taking particular actions in a risk-free learning environment<\/strong> before applying their new skills for real.<\/p>\n Job shadowing<\/strong><\/a> is another way to engage learners in training as they have the opportunity to watch closely how more experienced colleagues perform their day-to-day tasks. This is an excellent way to boost hard skills tied to employees\u2019 job roles.<\/p>\n Everyone has slightly different learning styles, and you\u2019ve probably found that some of your trainees aren\u2019t that great at self-guided learning. This isn\u2019t because they\u2019re poor learners \u2014 it\u2019s just that the prospect of learning something new without the aid of a guide can seem intimidating. This automatically raises a barrier to effective information retention.<\/p>\n Consider embedding a \u201ctalking head<\/strong><\/a>\u201d \u2014 essentially a video guide or an avatar in your courses and modules. It\u2019ll help to provide a focal point for the key learning objectives, with the avatar acting as a guide, pointing out key features, or asking relevant questions that help the learner focus and absorb new concepts. Another alternative could be an audio guide.<\/p>\n Coaching and mentoring training sessions<\/strong><\/a> are another useful way to guide learners in their training. No matter if these training sessions are on-site or remote, learners have assistance throughout their learning journey, where they can ask questions and receive instant feedback. This results in better knowledge retention.<\/p>\n In order to enable learning retention (especially for new-age learners) it\u2019s best to invest in blended learning. Blended learning<\/strong><\/a> is the combination of traditional learning and online training.<\/p>\n With blended learning, learners can access training resources online or offline. It\u2019s the perfect way to engage all types of learners \u2013 those who excel in traditional learning environments and those who thrive in online training environments.<\/p>\n This inclusive way of learning<\/strong> can reach all of your learners\u2013visual, auditory, or kinesthetic. Activating various senses during training helps learners retain information for longer.<\/p>\n We\u2019ve mentioned above that it\u2019s hard to remember big chunks of information. This is why microlearning can help with learning retention.<\/p>\n People can retain knowledge much easier when it\u2019s broken down into smaller, bite-sized training modules. For example, it\u2019s harder to retain information after a 1-hour webinar than a 5-minute training course.<\/p>\n This approach greatly reduces feelings of frustration for employees with short attention spans or employees who face distractions in their day-to-day. On the contrary, by offering mini-courses through your LMS<\/strong><\/a>, you allow learners to truly engage in learning and better retain the knowledge they acquire.<\/p>\n An interesting and innovative way to boost learning retention is by teaching others. Employees can assist peers by offering on-the-job training, coaching, job shadowing, or even sharing knowledge on discussion boards<\/strong><\/a>.<\/p>\n When people must explain learning material to others in new and creative ways, they engage with and reinforce their own learning.<\/p>\n The last of our learning retention tips again exploits the fact that active learning participants retain information longer and better. Design your training modules so that they require your trainees to review and summarize what they have learned. Encouraging critical thinking increases learning retention rates over time, as it fosters an active learning mindset, leading to greater learner engagement.<\/p>\n Add a review questionnaire at the end of learning modules alongside a quiz or test, or have group training where participants have to summarize and demonstrate what they have learned \u2013 after all, the best way to learn something is to teach it.<\/p>\n Also, don\u2019t underestimate the power of post-learning feedback<\/strong><\/a>. By asking training participants to provide you with insights concerning their training, you gather valuable data on what was a big hit and what needs to be improved.<\/p>\nKnowledge and learning retention strategies<\/h2>\n
1. Read less, remember more<\/h3>\n
2. Tell a story<\/h3>\n
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\n<\/strong>A growing collection of ready-made courses that cover the soft skills
\n<\/span>your teams need for success at work
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\n3. Test, quiz, ask!<\/h3>\n
4. Active participants will remember<\/h3>\n
5. Repeat to retain<\/h3>\n
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\n<\/strong> Host interactive webinars and build follow-up tests and scenarios.<\/span>
\nEasy to set up, easy to use, easy to customize.<\/span>![\"Create](\"https:\/\/www.talentlms.com\/blog\/wp-content\/uploads\/2018\/06\/CTA.png\")
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\n6. Apply learning to the real world<\/h3>\n
7. Guide learners through<\/h3>\n
8.\u00a0Blend learning<\/h3>\n
![\"Learning](\"https:\/\/www.talentlms.com\/blog\/wp-content\/uploads\/2017\/04\/TLMS_20230529_1200x314.png\")
<\/p>\n9. Offer microlearning modules<\/h3>\n
10. Teach others<\/h3>\n
11. Review, summarize, and evaluate<\/h3>\n
Next-level learning retention<\/h2>\n