What can managers do to improve team members' retention of training information?

Para melhorar a retenção de informações obtidas em treinamentos percebo que as conversas abertas com a equipe sobre temáticas que envolveram esses treinamentos e os feedbacks contínuos são formas de reter as informações. Se a empresa também tiver uma boa gestão do conhecimento, pode manter essas informações em alguma biblioteca fácil de ser acessada pelos colaboradores. Espero ter ajudado!

First, drop the corporate speak. To pick a training program that doesn't suck, know your team like you know your Klout score. What's missing in their toolbox? Skills or knowledge? Don't just throw a trendy program at them. That's like giving a chef a fish when they need a fishing rod. Get real about where they're at, where they need to be, and the shortest, smartest route there. Remember, time is the ultimate luxury, don't waste theirs.

Uma boa conversa e feedbacks são cruciais. Mantenha uma escuta ativa e mantenha os feedbacks em dados para melhorias futuras. Sem ação não há resultado. Sem dados não há decisão. Sem engajamento não há melhoria.

Treinamentos, feedback juntamente como avaliadores de desempenhos (KPI) seja crucial para ter uma visão clara do que foi ensinado e proposto para equipe.

I agree with the other fellow writers. I would like to add some more things like participants’ motivation and personal aspirations, as well as their personal life, work or other obligations that may somehow affect their capacity to finish the program in a successful and timely manner.

Diversity in education isn't just a buzzword, it's a necessity. The one-size-fits-all approach? Dead on arrival. We're dealing with a spectrum of learning styles, from visual savants to auditory aficionados. To educate effectively, you've got to mix it up. Visual aids for the dreamers, podcasts for the listeners, and hands-on projects for the doers. It's not just about covering bases; it's about unlocking potential.

It is important to acknowledge how people learn in different ways, the reality is often that online learning is the most efficient and cost-effective method available. As such, it is important to consider how important the audio portion of e-learning is to the success of any training program. Fives time more content can be covered within the same time frame as a physical instructor in e-learning. People 25-49 are more enthusiastic about online learning. 25% of video viewers will watch a video until the end because of good-quality audio. A good voice actor can reach learners on the go by making information easy to consume through many media. A good voice actor can bring a program to life. Kerri Acheson, Ph.D.

It’s best to use multiple methods for the training. For example in one of my business vertical which offers Medical products and services; we use Printed rating material, visual aids like videos of product usage and then hands on the actual product. The information through printed material like brochure followed by desktop presentation creates first basic knowledge impressions. A visual aid like actual product video shows the product in operation; which further registers the product related details in brain. Then a hands on actual product makes a permanent impression in the memory of trainee.

Embrace the marathon, not the sprint. Cramming information into a single session is like stuffing a turkey - looks good, but doesn't digest well. Spread out your learning. Digest, reflect, repeat. It's not about how much you cover, but how much sticks. Be smart, not speedy.

Knowledge is power, but it's useless if it's not applied. You want your team to be sharp, to retain what they learn? Throw them into the deep end. Give them real-world scenarios, case studies, role plays, or projects. Make them use those new skills. It's like teaching someone to swim by tossing them in the water. Sure, it's tough love, but it works. They'll remember the lesson, apply it, and that's where the real learning happens. It's not just about knowing; it's about doing. That's the key to turning information into action.

Based on my experience the winning approach is real life application and ongoing feedback. Managers play a pivotal role by actively fostering a space for hands-on application of new skills. They encourage and facilitate opportunities for immediate implementation within real work scenario. This hands-on approach, combined with ongoing feedback, creates an enviroment that supports experimentation and application, ensuring better retention and mastery of the skills learned.

Fornecer o suporte contínuo, faz com que a equipe tenha mais interação com o assunto, mais interesse e acaba gerando mais debate. Fornecer feedbacks também pode ajudar a pessoas a superarem as suas dificuldades.

We learned in school to take in information and spit it out when the test came. How many of us remember any of the topics that were covered years after leaving school? There are a couple different benefits from having ongoing support: 1. People retain the information because it keeps getting covered 2. The training can be improved for the future because feedback is being given and received 3. Employees know that the information is important because it gets more attention than a one time show

Numerous studies have shown that sharing information with others helps us retain and master a skill. It is also a wonderful way to transfer knowledge and build connections within teams. Holding periodic sessions where individuals can share their knowledge can help embed learning and maximize the impact.

Firstly managers need to allow their staff to attend training that they need to do their jobs. Also, allowing L&D teams to carry out competency checks and review their practices

One thing I found useful is making information available 'on demand' or 'in the moment of need'. This reduces the time between taking in the info and applying it. After accessing this info for a few times, learners will retain due to multiple applications.

To boost retention of training info, managers need to ditch outdated, snooze-fest methods. Embrace edgy, engaging formats—think interactive, real-world scenarios, not yawn-inducing lectures. Regularly revisit key points; repetition is the mother of skill. Tailor training to individual learning styles; one size fits nobody. And hey, make it matter - connect the dots between training and their daily grind. People remember what changes their game, not what puts them to sleep.

É importante que as pessoas tenham liberdade de falar a verdade junto aos líderes, para que possam assim crescer mais e se sentir de fato uma peça importante para o time. Sempre que os liderados têm liberdade, eles começam a apresentar mais informações que talvez não apresentariam antes. Geram mais debates sobre os temas e conseguem reter mais dos treinamentos.