5 Tips for Reinforcing Key Concepts with the help of eLearning


A few days back, I happened to encounter a familiar sight where a parent was reminding the child about certain answers through visual clues, allowing the child to recall what had been learnt earlier. This reminded me of the graduation days whenwe used to repeatedly draw and recite and keep flash cards to revise the things before any major examination. That is talking about pedagogy, what about andragogy then?

How do corporate learners retain knowledge? How often is a training rendered futile because the learners tend to forget most of it? A Report by SAVO Group revealed that, ““Just 7 days after a training session, the average employee will have forgotten 65 percent of the material covered. What’s worse — after six months, that number jumps to 90 percent.” Alarming indeed considering the time and effort that goes behind each training session. So, what needs to be done?

Reinforcement Indeed! And how? Here are a few tips.

Tip 1: Incorporate it as a part of the training goal

Firstly, it is imperative to understand that reinforcement is not about sending reminders and asking the learners to revise what they have learnt. It is more about inculcating a habit of learning and initiating behavioural change. The design and concept of reinforcement should be devised along with the training for best results.  It has to happen in the beginning itself so that all stake holders’ views are taken into consideration.

Tip 2: Consider the channel of reinforcement

With a vast of availability of various mediums Microlearning, Video-based learning, Infographics etc. are good channels to reinforce learning and deliver on-the-job support. Selecting the right model that goes hand in hand with the training goals is one way to ensure that the learning is truly imparted and reinforced. Most of the time it could be a blended model as well clubbed with some online-offline sessions

Tip 3: Get started immediately after training

Based on SAVO Group’s report the minimum retention period for training is about a week, but reinforcement needs to start right from when the training ends. Start with a quick quiz to analyse the immediate level of understanding, follow up by providing training handouts that highlight the key information (with diagrams and illustrationsif need be). This can act as a quick reference for learners when required.

Also utilize the internal communication channels to send out posters, additional information, newsletters, quick quizzes, daily teasers and tips to assist learners in refining their knowledge from time to time.

Tip 4: Keep monitoring

Observation is the key to learning how well the training is being implemented. The managers and training leads have a huge role to play here. They have to constantly find ways to assist the learners while on job to bring out the best outcomes by providing positive inputs and correcting the errors. Cautiously this process has to be a constructive and positive in nature.

Tip 5: Assessment & Re-training

Don’t let training to be just forgotten. Plan out a periodic assessment and evaluation cycle, where in the learners can find out areas that need improvement and seek out ways to fill the gaps. Allow the learners to retake training if required.

Repetition is often the key to reinforcement, but that doesn’t mean iterations in content or forced revisions. The key is to have a proper reinforcement plan in place making best use of multimedia and small nuggets of information. While repetition helps in boosting the confidence and giving a stronger grasp around the concept, there should be equal opportunities for the learning to be applied too. Gamification, Social Learning etc. too are great ways to reinforce learning, after all today’s learners learn better through interaction.

As mentioned in the beginning, reinforcement is more about building a mind map for recalling complex concepts, often by relating it with more common examples or visuals. In terms of corporate learning, training, training reinforcement and implementation all starts right from the instructional design phase, and requires proper planning, design and deployment.

What are your suggestions about reinforcement of learning? Do share your thoughts.

Hands-on, dynamic and energetic executive, Amol has a multi-year experience in diverse technology industries and functions, in both Sales and Marketing and Operations. Engineer by graduate and an MBA professional, he started his career in 2004 as a Regional Sales Manager for one of the largest US MNC based out of India continues to live his passion for sales till date. Currently an eLearning and LMS consultant and & Board Member of Knowzies Technology Solutions, his responsibility is to manage the company's growth in the Americas, India and APAC, and encourage its Global expansion through his network of 1000+ qualified Elearning and SaaS experts. Amol is a serial blogger and a have delivered many webinar’s in his past engagements. He likes to write largely about latest eLearning technology trends, mobile learning, and learning technologies. His passion for eLearning makes him the perfect blend for designing solutions for large enterprises especially where the cost is the constraint. Prior to his current venture, Amol had a blast leading the International Business Operations for various leading LMS and eLearning organisations globally. Amol successfully managed a talented pool of professionals and partner companies (Channel network implementation) enabling the acquisition of many leading enterprises. A solid credo in business ethics and knowledge sharing are its key business drivers. He is what the Urban Dictionary would call a straight shooter, enjoys playing cards on the table and doesn't deal with fuss. Big in creating new connections and value to its network (because the network is quite everything), he is hungry for innovation and falls in love for true out-of-the-box thinkers. Cricket and food are superior passions. Loves the family and is blessed with two happening daughters and a caring wife. Over weekends you will find him in kitchen experimenting with new dishes. In case of any queries, you can reach to him on amol@knowzies.com.

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