Unlocking Employee Potential Series: Overcoming the Forgetting Curve to Enhance Training Retention in Organisations

Have you ever wondered why it's difficult to remember the content of a training course you attended last month, last week, or even just yesterday? This can be frustrating for learners and organisations that invest time and money into providing training to support and develop their people. Yet, they don't see a return on their investment. The Forgetting Curve, a concept that demonstrates how our memory retention declines over time unless we actively review and reinforce the learned material, plays a significant role in this challenge.

In this article, we explore the implications of the Forgetting curve on learning and development within organisations, the impact of training methods on learning retention, and the importance of understanding neuroscience insights to optimise training program design and delivery for maximum retention.

Understanding the Forgetting Curve

The Forgetting Curve, proposed by German psychologist Hermann Ebbinghaus in the late 19th century, reveals that memory retention declines rapidly over time unless we actively review and reinforce the learned material. Ebbinghaus found that within just 20 minutes of learning new information, people forget approximately 42% of it, and after a month, retention can be as low as 20% if no reinforcement occurs. More recent research by Training Industry, Inc. indicates that learners forget up to 70% of what they learned within 24 hours of training completion and 90% within a week.

The Forgetting Curve's Influence on Organizational Learning and Development

Organisations consistently allocate substantial resources to employee training and development programs. However, the forgetting curve indicates that the positive outcomes of these training initiatives may be short-lived if the content is not presented in a brain-compatible manner and regularly reinforced and reviewed. Consequently, the potential return on investment for training initiatives may be compromised.

If employees quickly forget the new knowledge and skills they've acquired, their capacity to apply this information to their roles is significantly reduced. This decline can negatively impact workplace safety and compromise the potential return on investment for training initiatives. By recognising the influence of the forgetting curve on learning and development, organisations can develop more effective training programs that harmonise with, rather than oppose, the brain's natural processes.

Different Training Methods and Their Impact on Learning Retention?

The method of training delivery can significantly affect employee engagement and knowledge retention. Here are some training methods and their impact on learning retention:

1. Traditional Classroom Training: Allows direct interaction between the instructor and learners but can lead to passive learning and lower retention if the content is not engaging or relevant.
2. Online Learning: Offers greater flexibility in time and location, enabling employees to learn at their own pace. However, the lack of face-to-face interaction may hinder engagement and retention.
3. Blended Learning: Combines the best elements of traditional classroom training and online learning, providing a more comprehensive learning experience that improves engagement and knowledge retention.
4. Microlearning: Delivers training content in small, easily digestible segments, often through various media such as videos, infographics, or podcasts, increasing engagement and retention.
5. Experiential Learning: Enables employees to learn by actively applying their new knowledge and skills in real-world situations, increasing engagement and retention.

Considerations for Selecting Effective Training Delivery Methods

To maximise employee engagement and knowledge retention, organisations should consider the following factors when selecting training delivery methods:

• Learning Styles: Cater to different preferences, such as visual, auditory, and kinesthetic learners.
• Relevance and Context: Ensure the training content is relevant to employees' roles and responsibilities, and provide real-world examples and scenarios.
• Flexibility and Accessibility: Select training methods that are flexible and accessible, allowing employees to learn at their own pace and on their schedule.
• Inclusivity: Ensure training methods cater for all employees, considering language and literacy levels, neurodiversity, generational and cultural differences and needs.
• Active Learning and Participation: Choose methods that promote active learning and participation, such as experiential learning or group activities.
• Continuous Reinforcement: Incorporate continuous reinforcement and feedback opportunities, such as quizzes or follow-up sessions, to combat the forgetting curve and enhance knowledge retention.

The Learning Pyramid

The Cone of Experience, also known as the Learning Pyramid, suggests that learners retain information at different rates depending on the learning method.

Whilst the percentages mentioned in the Cone of Experience have been widely criticised for lacking empirical evidence, the overall concept highlights that active learning methods, where learners engage with the material through discussions, hands-on activities, or teaching others, lead to better retention compared to passive learning methods like lectures or simply reading.

When designing learning experiences, it is beneficial to incorporate a combination of passive and active learning methods to cater to different learning styles and improve knowledge retention.

Leveraging Neuroscience to Enhance Learning and Development in Organisations

Neuroscience, the study of the nervous system and the brain, provides valuable insights into human behaviour, cognition, and learning. By leveraging these insights, organisations can develop more effective learning and development strategies that align with the brain's natural processes.

Key neuroscientific insights that can be applied to organisational learning and development include:

1. The Role of Emotions in Learning: Positive emotions enhance memory formation and retention, while negative emotions impair learning. Organisations can foster emotional states that support learning by creating engaging and emotionally stimulating training environments.
2. The Importance of Attention: Training programs designed to capture and maintain learners' attention are more likely to promote knowledge retention effectively.
3. The Power of Sleep: Sleep is essential for memory consolidation and neural plasticity. Encouraging employees to get sufficient sleep and incorporating breaks in training sessions can help optimise the brain's capacity for learning.
4. The Influence of Mindset: Cultivating a growth mindset within an organisation can help employees approach learning and development with a positive attitude and a willingness to learn from mistakes.

Brain-Friendly Human-Centred Training

Our brains are wired to learn most effectively through a combination of factors and approaches. Organisations can leverage this knowledge and create more effective and engaging learning environments that promote long-term retention and skill development by understanding these principles and incorporating them into learning experiences:

1. Active learning: This approach emphasises the learner's active engagement with the material through discussions, problem-solving, or hands-on activities. Active learning promotes deeper understanding and better retention of information.
2. Multisensory learning: Our brains process information through multiple sensory channels, such as visual, auditory, and kinesthetic. Multisensory learning experiences improve memory retention and make learning more engaging.
3. Chunking: Breaking down complex information into smaller, more manageable chunks helps our brains process and remember information more effectively.
4. Spaced repetition: Multiple training sessions spaced over time allow employees to revisit and reinforce material at regular intervals, promoting long-term retention of knowledge and skills.
5. Real-world application: Connecting new information to real-world scenarios and encouraging learners to apply their knowledge in practical situations helps solidify learning.
6. Microlearning: Breaking down complex topics into smaller segments that can be absorbed in short periods caters to the brain's limited attentional capacity and helps learners better retain and apply the content.
7. Social learning: Group activities, discussions, and collaborative problem-solving can enhance learning and retention as our brains are wired to learn through observation, imitation, and collaboration with others.
8. Emotional engagement: Creating engaging and emotionally stimulating learning environments can foster emotional states that support learning, as emotions play a crucial role in learning and memory.
9. Feedback and reflection: Providing feedback to learners and encouraging self-reflection on their learning process can help reinforce learning, identify areas for improvement, and promote a growth mindset.
10. Variety and novelty: Incorporating diverse learning activities, materials, and teaching approaches can capture and maintain attention as our brains are drawn to novelty and variety.
11. Personalisation: Tailoring learning experiences to individual needs, preferences, and goals can improve engagement and retention.

What next?

Organisations can leverage neuroscience insights into how the brain learns and retains information to combat the forgetting curve and ensure employees retain the valuable knowledge and skills acquired through organisational training programs. Implementing strategies such as spaced repetition, active learning, microlearning, real-world application, and feedback and reflection can help design initiatives that work with, rather than against, the brain's natural processes. This approach will ultimately lead to more effective training programs, improved knowledge retention, and a better return on investment in learning and development initiatives.

Don't let the forgetting curve undermine the effectiveness of your organization's training and development efforts. Take action today by incorporating brain-friendly strategies, inclusive practices, and principles into your learning programs.

Engage with training experts, collaborate with your team, and invest in innovative, neuroscience-backed training solutions that cater to the diverse needs of your employees. Remember, your organisation's future depends on your people's growth and development, so make learning a priority and start reaping the benefits of improved knowledge retention, skill development, and a more inclusive, human-centred and thriving workplace.