How can you ensure end users remember training information?

Applying the 8 principles of Adult Learning we can make the learner to remember the contents longer . These principles are ; Readiness Application Context Excercies Effect Primacy Intensity Recency

When assessing the need for IT operations training, it's crucial to identify the end users' current knowledge gaps, challenges, and goals. Understanding their preferred learning methods allows for selecting the most effective training formats, methods, and tools. By conducting a comprehensive needs analysis, you can tailor the training to the specific requirements of the end users, ensuring that the content is relevant and that resources are used efficiently.

I place a high value on brief and clear presentation slides to guarantee that training material is retained to the best possible extent. Maintaining the interest of participants during training sessions requires keeping them between thirty and one hour in length. Practically speaking, this strategy has worked very well. It is my observation that content that is broken down into manageable sections and supplemented with interactive features such as tests and real-world examples greatly improves retention and engagement.

End users are the online learners or distant learners....No need assessment required but rather learners select off the shelf what will suit them best.

Aligning training objectives with end-user needs ensures relevance and boosts engagement, as participants see clear benefits in participating. It creates a shared vision, making the outcomes and advantages of the training explicit. This motivates active participation, which is crucial for information retention. Clear objectives also provide a basis for measuring and evaluating the training's effectiveness, ensuring that it meets its intended goals and delivers value to the end users. Communication of these objectives and expected outcomes is key to setting the right expectations and fostering a positive learning environment.

After identifying the end users' needs, aligning the training objectives accordingly is essential. Define the anticipated outcomes and benefits and establish methods for measuring and evaluating these results. Clear communication of these objectives to the end users sets shared expectations and fosters active engagement and participation in the training, driven by a united vision.

End users using E platforms have very specific objectives. Alignment would be up to them. Are the modules relevant to what the learner is seeking.

While crafting and executing your training, remember the fundamentals of adult learning. Recognize that adults are typically self-driven, aim-focused, and learn best through experiences. Honouring their existing knowledge while connecting training material to their real-world challenges is pivotal. Offering them choices in their learning journey, urging them to use their newly acquired skills, challenging their critical and creative thinking, and guiding them with constructive feedback are essential components of an effective training process.

The principle of satisfying the need of resolving problems by learning new techniques is self motivating as long as the new tech is efficient.

Videos demonstrating how the new technique is used step wise makes the training specific to certain trades. The trainee will have to get ready for the practical and get all the necessary materials to be able to execute the steps. For more academic learning.... Partly completed exercises will have to be carefully prepared.

Use a variety of review activities, such as quizzes, games, simulations on real-world projects. This will help keeping end users engaged and motivated.

Knowledge testing and retraining are essential to helping team members retain the knowledge they are receiving for any specific topic. One strategy I have employed in the past is providing new training with overlapping topics. For example, in Q1, we did a training course on positive customer interactions while on the phone. In Q2, we learned about best practices for responding to a critical business outage. A portion of that Q2 training was reinforcing concepts we learned in Q1, one being, client de-escalation while triaging and managing a business outage. This overlapping training allows for re-enforcement of what we've already learned + the added examples of how you can employ that training day to day.

Feedback is crucial in retaining end users by highlighting their performance and growth areas. Such feedback can emanate from various channels, including trainers, peers, managers, self-evaluations, or the systems in use. For feedback to be impactful, it needs to be delivered promptly consistently, and be specific, actionable, and constructive. It should also be paired with commendation, motivating learners to act upon it, tracking their advancements. Embracing these strategies ensures end users internalize the training, equipping them for success. It's vital to see training as an ongoing journey of growth rather than a singular event.

Training is prestigious, a relaxing moment, a moment among colleagues that is different from work.... Using these forms of motivation + the rest above mentioned technics to create an atmosphere of change will breed success.

End user training should also align to what the businesses day to day looks like, as well as match up to current technology stacks that are in use within the business. It’s important to tailor training to the needs of the business, but also to the needs of the employee. Many online training platforms are generic in nature, and are pushed out to meet auditing requirements. But this is a fantastic time to mold those programs for the particulars. And to establish and make a connection to the individuals who use those things daily. It’s much easier to learn continuously when you can relate to the training.