4 Corporate Training Tips to Boost Learning Retention

4 Corporate Training Tips to Boost Learning Retention

Even the best corporate training program loses value if employees don’t retain the information presented to them. The time and money invested in learning and development at any company need to be focused on creating a corporate training experience that is not only enjoyable, but also easily recalled.

Taking the time to approach the methods used in your corporate training program can greatly increase learning retention with these four tips:

Hands-on Training is Essential

Learned skills stick better with employees when they can apply them soon after training. Even skills that may not be essential to their day-to-day tasks need to be practiced in addition to being explained to have any hope of retention.

Build simulated situations and real-life applications of skills to your training program to address this. Hands-on experience doesn’t necessarily need to be led by a trainer. Adding applications of important skillsets as a sort of homework allows employees to get familiar with the skills while exercising critical thinking to address new challenges that may arise.

Engage Emotions

Our brains prioritize all incoming sensory information into three categories on the fly; data important to survival, data connected to emotions, and informative data. Content that is only informative is the lowest priority of the three, but content that connects on an emotional level is retained much more quickly.

Corporate training programs need to focus on keeping employees’ attention but also making sure they feel a connection to the situations presented. Building a learning path based on a narrative greatly improves trainees’ ability to recall information by following clear, logical connections.

Asking why trainees need information rather than what they need to know and conversationally engaging them to make training not only more interesting, but easier to follow and remember.

Spaced Repetition

Hearing information one-time can be challenging to remember. Education from childhood all the way into adulthood thrives on repetition. There’s a good reason for that too, repeated recall of information improves retention by up to 80 percent.

Tactics as simple as a question and answer style review at the end of a training day paired with a recap at the beginning of the next day can be implemented simply. This not only creates spaced repetition, but also engages trainees and focuses on information they need to be clarified.

Make sure information that is essential to your corporate training objectives isn’t presented only once. Present that information multiple times with space in between to build retention up even before the information has been applied.

Personalize Training with Microlearning

Building on the conversational structure of learning, corporate training can be broken down into bite-sized and personalized moments. When trainees ask clarifying questions, encouraging them to apply the skills they are learning to situations in their life personalizes the information.

This personalized information is not only easily recalled, but it presents important information in stages. Trainees can take the time to master the smaller pieces and build them into full-sized skills, allowing them to build future learning on that foundation.

Build employee retention and professional development into your corporate training. Contact ISC Technology Inc. to find professionals to enhance your corporate training and development programs.

Making Training Stick

Making Training Stick

“Memory is the power or process of reproducing or recalling what has been learned and retained especially through associative mechanisms.”Merriam-Webster


Like most people, by tomorrow morning you’re likely to forget 85% of that definition. In spite of such a grim reality, we continually learn. With the help of neuroscience, we have discovered what makes it stick.

Back to the definition: “associative mechanism” is another way of saying “transfer what is learned in training to the realities of the work environment.”  L&D has three opportunities to accomplish this:

1. Before Training


Do your research.  The Learning Pyramid graphic shows that participatory learning methods increase average retention rates.

Probe for information; observe staff in their work setting.  Instructional design carries much of the burden.  Designing participatory methods for the training amps up the learning retention.

  • Some content, such as decision making, lends itself to gamification. Retention increases when learners are engaged and having fun.
  • Role playing and simulations appeal to multiple learning styles – another proven approach – but do require fine-tuning when creating scenarios that mirror the business environment.

Reference and reinforce broader business goals. Staff respond positively when they see how their performance impacts profit.

Involve management in the design process to gain buy-in for the methods chosen.  Learning designed for maximum retention involves ongoing skills feedback and coaching.  This important role is left to managers post training.  Start the manger engagement early.  Ask executives and managers to communicate their expectations and support prior, during, and after the training.

2. During Training

This is the learner’s first opportunity to rehearse new skills in a safe environment. This doesn’t mean endless repetition. Make activities relevant. Shake things up a bit:

  • Have participants instruct one another. A teach back is a powerful method to increase learning retention.
  • Allow discussion time for participants to share ideas on integrating the new material into their work.
  • Take things a step further. Ask them to reflect on how their performance will improve, as well as obstacles they might encounter and ways to overcome obstacles.
  • Work through case studies and sample problems. Ask a manager to participate by posing a business problem or challenge for class discussion.
  • Schedule time for participants to create personal action plans to apply skills learned during the training. Select buddies to support accountability going forward.

3. After Training

Your learners have, well, learned a lot. Show your pride with a post-training communication plan that encourages participants to put in to practice what they learned. For example, identify two or three skills to incorporate in week one, week two, and so forth. Spice it up with tips.

Include managers in your communication efforts.  With the manager buy in received during the training design the skills reinforcement and coaching is now in managers’ hands post training.  Their follow-up is critical.


What You Can Do Now 

  • Review upcoming projects for opportunities to incorporate participatory methods such as practice and discussion opportunities in the training design.
  • Establish a post-training communication plan, calendar and email template. The plan will include timing, recipients, and content to communicate post training.

 


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5 Traits that are Enhanced Through Emotional Intelligence Training

5 Traits that are Enhanced Through Emotional Intelligence Training

Historically, business culture has always placed value on a cognitive intelligence. However, a person’s cognitive intelligence largely can’t be improved. If a person took an IQ test every five years, the results would remain remarkably consistent. Emotional intelligence, on the other hand, can be improved through dedicated training.

Emotional intelligence is a person’s ability to recognize and control their own emotional states and responses. The more mindful a person is of their emotional state and responses, the higher their emotional intelligence.

In a corporate setting, having high emotional intelligence is a hugely resourceful tool. Here are 5 traits that can be enhanced through emotional intelligence training.

1. Empathy

Empathy is a person’s ability to understand and share the feelings of another person. In a team environment, where everyone in the company is working towards the same business goals, having empathy is not only valuable but essential. Empathic people can step into the shoes of their coworkers and understand their feelings and perspectives. The better you know the emotions of your co-workers and employees, the better you will be at collaborating with them and helping them achieve success.

2. Self-Awareness

A considerable component of emotional intelligence is having general awareness, including awareness of your feelings, behaviors, and motivations. Having self-awareness allows you to examine your weaknesses and strengths, which enables you to identify how you can improve. People with strong self-awareness can take note of how their feelings and behaviors affect the people they work with. Self-awareness is a particularly valuable trait for individuals who lead a team.

3. Self-Control

Possessing self-control provides a person with the ability to manage impulses and urges. In a work environment, self-control prevents one from saying or doing something inappropriate, even if the urge is present. Everyone gets frustrated at some point during his or her job but having the self-control to keep certain frustrations or opinions to yourself shows a high level of emotional intelligence.

4. Stress Management

It’s normal for a person to experience stress from time to time at work. The better a person is at managing various levels of stress, regardless of the source, the more emotional intelligence they possess. In a competitive work environment, it’s essential to maintain your calm when experiencing stress. Through emotional intelligence training, a professional can learn to manage their stress and remain calm during the frequently changing business needs. People who don’t fly off the handle, are positive, and can think and speak clearly in emotionally charged situations will remain calm in the storm of change.

5. Flexibility

In a work environment, you need to be able to adapt on-the-fly. The better one’s ability to handle changing circumstances and expectations without disruption, the more flexible they are. Possessing a high level of flexibility is a sign of having high emotional intelligence. By improving this trait, an individual will be better equipped to deal with any number of curveballs they experience at work. A shifting project deadline, last-minute changes to instructions—with high flexibility a person can handle these changes and get their work done.

To learn more about improving these five traits through emotional intelligence training, contact ISC today.

4 Reasons to Outsource Your Training Initiatives

4 Reasons to Outsource Your Training Initiatives

In nearly every industry, the business landscape has changed dramatically in recent years. Consumer behaviors have changed, business practices have been modernized, and company priorities have been reorganized again and again. Much of this has been the result of enhancements in technology.

Technology has forced many businesses to add new positions and skill sets to their existing workforce to continue to efficiently and successfully service their consumers/clients. To accomplish this, most companies turn to training development to cultivate the vital skills their teams need for business success.

There are three primary choices when seeking training development:

  • Hire an internal team of employees to spearhead the entirety of your program for the whole organization.
  • Task existing staff with the responsibility of training development (usually the HR department).
  • Outsource your training to experienced training professionals.

Here are four reasons why outsourcing your training development is most beneficial to your organization.

1. Cost Effective

When a company chooses to outsource their training development, one of the benefits is that it saves their organization money.

While most organizations would love to hire a dedicated team to oversee their training development, staffing employees with such narrow focus is a costly endeavor. If your organization wants to benefit from having specialized training professionals leading the development of your team without breaking the bank, then the best option is to outsource for the right people.

Outsourcing is dramatically cheaper than hiring an expensive in-house team to work full time. You get people with experience in the area you need, and you only pay your outsourced training staff when you need them. Additionally, you eliminate the spendy overhead costs of recruiting, hiring, training, as well as providing vacation and benefits.

2. Specialized Instructional Designers, Developers, and Instructors

Outsourcing your company’s training development provides you access to a full suite of dedicated specialists that focus solely on customizing your training and teaching the skills your employees need in their job. Tasking training development to your HR team or other existing employees creates a disadvantage for the rest of your company, as they more than likely are not training specialists.

You wouldn’t task your accounting team with the duties of IT, so why do it with something as important as training development? By outsourcing training development, your team receives the advantage of learning from experienced training professionals and your employees can focus on the valued work they do best.

3. Experience Makes all the Difference

By using highly-experienced professionals to provide training to your team, you’re giving your team the best chance to learn. Experienced training professionals design their programs to enhance retention so that your employees will not only learn but remember what they’ve learned when it comes to applying their new knowledge at work.

At the end of the day, companies invest in training development so their employees have the skills to work more productively, make fewer mistakes, and help generate more revenue. The better the training, developed and delivered by highly experienced training professionals, the greater the retention and result.

4. Broader Training

Conducting an internal training program requires an arrangement of different skills and talents. Placing the burden on the laps of your existing employees forces you to work with what you have, rather than with what you need.

Let’s say your team has the skills and experience to implement project management training and technical training. When it comes to improving those skills for your team, that’s good. But what about the project that drives a huge change in the way your company does business – requiring new business processes, job task analysis, and organizational change management.  Other areas might include training in data security, compliance, or new sales techniques?

With an outsourced training professional you can bring in the precise experience you need for your team’s specific skill set. This flexibility will create a more diverse and multi-talented workforce for your company.

ISC Training Development

Ready to increase the effectiveness of your company’s corporate training development program while also saving time and money? Contact ISC Technology today to learn how we can improve your training development programs.