Why learning without reinforcement is a lost opportunity
Posted on Apr 21, 2017
Measurement & reinforcement
Learning reinforcement is vital for successful workplace learning. Without it your employees will find it harder to remember and apply what they learn. Stephen Miller looks at what’s at stake if reinforcement is missing from your corporate learning strategy.
The human mind forgets at an alarming rate. The amount of information people forget increases over time, following a typical pattern of degradation:
- Within one hour, an average of 50 percent is lost
- Within 24 hours, an average of 70 percent is lost
- Within one week, an average of 90 percent is lost
Cognitive neuroscientist, Professor Art Kohn calls the rate at which we forget what we learn, the ‘dirty secret’ of corporate training. But he also points out that it’s perfectly normal – the brain can’t remember everything and actively suppresses some information to avoid overload and confusion. The trouble is, it doesn’t always retain the important stuff and “throws the baby away with the bath water” as Kohn puts it.
Mind the gap
Thankfully, we now understand more about why the brain retains some things while forgetting others. Research by Professor of Psychology at Washington University, Henry Roediger reveals a link between the retrieval of information and memory. His research found that a group of students learning foreign language vocabulary words did better if they were tested repeatedly after study. More study after initial learning without testing had no impact on their recall ability. In summary, the act of retrieving information is a way of telling the brain that the information is worth remembering.
However, it turns out that when knowledge is retrieved matters too. Scientific research has identified that our retention of information improves further when the time between testing (or retrieval) is spaced out. This Spacing Effect has been studied by learning expert, Will Thalheimer who found that interval reinforcement on the job after training improves people’s ability to apply what they learn, and the closer learning reinforcement takes place to the point at which it is needed, the more it will be remembered and used.
Our growing understanding of how the brain learns means reinforcement is moving up the agenda in corporate learning. This can only be good for employees and businesses alike, given the challenges facing today’s workforce. Many sectors are changing rapidly; business is more complex; budgets are tight; customers are better informed, more demanding.
Employees must upskill or reskill to stay ahead and improve productivity, but they are time-starved and over-burdened with information. In this climate, learning reinforcement is a necessity. Organisations need their investment in workplace learning to count, and without reinforcement, even the best learning programme runs the risk of being largely forgotten in a matter of weeks.
Those businesses using learning reinforcement are seeing dramatic results. One example is Walmart Logistics, the US distribution side of the global retail chain. Using new technology to enable employees to refresh their knowledge over time, Walmart has cut the number of health and safety incidents by more than half. Read the full case study.
The pharmaceutical giant, Johnson & Johnson is another leading proponent of learning reinforcement using the practice across its affiliates to boost product knowledge, increase sales, improve customer experience and reduce training costs. Find out how Johnson & Johnson’s subsidiary, Ethicon is benefiting after introducing learning reinforcement for sales reps.
The Learning & Development commentator, Josh Bersin suggests learning reinforcement (or spaced learning) fueled by smart technology is carving out a new corporate learning architecture. He says spaced learning is “revolutionising sales training, safety training, and soon even management skills development.” Technology is certainly making learning reinforcement easier and more cost effective to implement.
But whatever your approach to learning reinforcement, don’t treat it as an afterthought or a nice to have. Make it a fundamental part of your training campaign, as important as the initial learning intervention. It’s your golden opportunity to make learning stick for longer.