Maximize employee training: Effective reinforcement strategies

In 2024, the swift pace of technological advancements and changing job roles make reinforcing training in the workforce more essential than ever. As employees encounter new challenges and opportunities, ongoing reinforcement helps them adapt and effectively apply their skills in an ever-evolving environment. Additionally, with heightened competition for talent, organizations that prioritize training reinforcement can boost employee engagement and retention, establishing themselves as leaders in talent development.

According to Training Magazine, in 2023, U.S. companies spent an average of approximately $1,207 per employee on training and development. This figure reflects an increase from previous years, highlighting the growing emphasis on employee development across various types of training in the workforce.

For training to be truly effective, employees need to apply what they’ve learned in their jobs. If they don’t, the time, resources, and effort put into the training are wasted. This highlights the importance of continuous learning, which means the training process doesn’t stop when the session ends. Unfortunately, many trainers and managers miss the mark and the final step: following up to ensure that the knowledge and skills are being effectively used on the job.

Why reinforcement matters

Maximizes training investment: Training programs can be costly, both in terms of time and resources. Reinforcing what employees have learned helps ensure that you get a return on that investment. When employees continually apply their training on the job, it leads to better performance and productivity.

Enhanced knowledge retention: Studies show that people forget a significant portion of what they learn shortly after training. By regularly reinforcing key concepts, you help employees retain information, making it easier for them to apply their new skills when needed.

Promotes a culture of continuous learning: When reinforcement is a regular part of your training strategy, it signals to employees that learning doesn’t stop after the initial training session. This promotes a culture of continuous development, encouraging employees to seek further growth and improvement.

Improves employee confidence: Regularly revisiting training content helps employees feel more confident in their abilities. When they know they have support and ongoing resources, they’re more likely to take initiative and apply what they’ve learned.

Addresses skills gaps: Regular reinforcement of training helps identify and close skills gaps by providing ongoing support and resources, ensuring employees continuously improve and refine their abilities to meet job demands.

Effective ways to reinforce training after sessions

1. Create training handouts

A great way to reinforce skills and knowledge after training is to provide trainees with handouts summarizing key information. Use memory aids like checklists, worksheets, reference guides and cheat sheets that employees can take with them after the training to help apply what they learned. These tools can help maximize training effectiveness and bridge the gap between training and real-world application.

Key considerations for training material

• Identify the handout’s purpose, including when and how to use it.
• Tailor the content to fit the knowledge level and interests of your trainees.
• Highlight key information in bold type.
• Include practical examples or real-life scenarios to illustrate key concepts.
• Keep it short—1 or 2 pages is sufficient. The goal is to keep the content clear, concise, and relevant, ensuring it serves as a practical resource.
• Incorporate questions, exercises, or spaces for notes to encourage active participation and keep employees engaged with the content.
• Incorporate charts, graphs, and diagrams to enhance understanding and make complex information more digestible.

2. Capitalize on coaching

An effective way to follow up and make sure learning gets back to the job is to coach employees as they incorporate new knowledge and skills into their work.

• Observe and assess: Spend time observing employees in their work environment to identify how they apply new skills and knowledge.
• Provide constructive feedback: Offer specific feedback on what they’re doing well and areas for improvement, using clear examples to guide them.
• Model correct behavior: Demonstrate the desired skills or behaviors, allowing employees to see the correct approach in action before they attempt it themselves.
• Encourage and reinforce: Recognize and reward employees when they successfully apply training concepts, fostering a positive reinforcement loop to encourage continued use of those skills.

3. Conduct a post-training follow up review

At your next group meeting after a training session, take some time to revisit what was learned:

• Review key training concepts: Encourage employees to share the main ideas they took away from the training.
• Discuss skill application: Engage employees in a conversation about how they’re applying their new skills and knowledge in their roles. This also gives employees a chance to discuss challenge areas in transferring what they learned to their work tasks. This dialogue encourages the sharing of experiences and insights, helping to reinforce learning and identify areas for further development.
• Encourage collaboration: Implement mentorship or buddy systems that pair more experienced employees with newer team members, allowing them to share insights and guidance on skill application. This not only strengthens relationships but also enhances overall team performance when learning new skills.
• Reinforce training messages: Utilize your workplace communication channels—such as newsletters, company intranet, posters, etc. to reinforce key training concepts. Share ongoing tips, quizzes, and other resources to help employees continue applying and refining what they’ve learned.

4. Turn close calls into professional development opportunities

Mistakes are inevitable; when they occur, use them as teachable moments. Mistakes, near misses, and other incidents can serve as real-time training and employee development opportunities. Discuss what went wrong, revisit the training content, and explore how employees can improve.

Business leaders can even use these opportunities to create case studies from incidents for future training and implement mentorship programs to support skill development. Taking this approach can reinforce learning and encourage a growth mindset.

The value of reinforcing training for lasting success

Reinforcing employee training is not just an add-on; it’s a crucial element of employee performance and development, especially following a training course. As a best practice, businesses should implement effective follow-up strategies and recognize the ongoing nature of training to help employees successfully apply their skills and knowledge in their daily roles.

This commitment not only addresses immediate skills gaps but also supports long-term career progression and opens up diverse career paths within your organization. A strong training reinforcement strategy can enhance employee performance, benefiting both your team and your business as a whole.

If you’re unsure whether your training program is meeting its goals, schedule a consultation today to learn how BLR can help take your training program to the next level.