How can you encourage and reward applying new knowledge and skills?

1 Why transfer of learning matters

Transfer of learning is the ability to use the knowledge and skills acquired in one context in another context. It is essential for staff development, as it ensures that the training investments are not wasted, and that the employees can improve their performance and productivity. Transfer of learning also benefits the employees themselves, as it boosts their confidence, motivation, and career prospects.

2 How to design training for transfer

Designing your training program with transfer of learning in mind is key to its success. To ensure this, you should align the training objectives and content with the job requirements and expectations. Additionally, use realistic and relevant examples, scenarios, and exercises that simulate the work environment to better engage learners. Feedback and coaching should be provided to help them identify their strengths and areas for improvement. Furthermore, active participation and interaction among the learners and the trainer should be encouraged. Finally, incorporate opportunities for reflection and self-assessment to help learners consolidate their learning.

3 How to support transfer before and after training

Creating a supportive environment is essential for successful transfer of learning. You can do this by communicating the purpose and benefits of the training to the learners and their managers, as well as involving the managers in setting goals and expectations. Additionally, provide the learners with the necessary resources, tools, and time to practice and implement their learning. It's also important to follow up with the learners and their managers to monitor their progress and challenges, as well as offer additional support and guidance as needed.

4 How to motivate transfer with incentives and recognition

Motivating staff to transfer their learning is an important factor that can influence how successful they are in applying their knowledge and skills. To encourage your staff, you can give feedback and praise that acknowledge their improvement and impact. Additionally, providing opportunities for career advancement and professional development, creating a recognition system that showcases their success stories and best practices, offering rewards and bonuses based on performance, and celebrating their accomplishments are all great ways to incentivize your staff.

5 How to evaluate transfer with indicators and measures

Evaluating the results and outcomes of training is a key factor in transfer of learning. You can measure the extent and effectiveness of transfer by using indicators and measures that capture changes and improvements in the learners' knowledge, skills, behavior, and performance. Examples include assessing learners' knowledge and skills before and after training, observing their behavior in the workplace, collecting feedback from them, their managers, and their customers, analyzing data and metrics that reflect their performance and productivity, and comparing costs and benefits of the training. By applying these strategies, you can encourage your staff to apply their new knowledge and skills, reward them for doing so, and enhance their development and performance. Transfer of learning is not a one-time event but a continuous process that requires ongoing support and reinforcement. As a staff developer, you can create a culture that fosters learning and growth for your staff and your organization.

6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?